5 Tips for Being Smarter About Alcohol in Your Workplace

By Tim Stein

I am always surprised at the growing rate in which alcohol is showing up in the workplace. Beer on tap, wine carts, kegs—it’s all designed as a workplace perk. The problem? One out of every 12 adults is suffering from an alcohol abuse or dependency issue. In fact, more than 21 million people in the United States struggle with addiction.

I used to be one of them.

After suffering several sports-related injuries, I developed a severe opiate addiction that changed the course of my life. My story may sound out of the ordinary to some, but for those 21 million struggling Americans, it’s all too familiar. And there’s a good chance several people at your company struggle with addiction or are currently in recovery.

As a company leader, it’s important to consider those employees who may be struggling or those in recovery. It’s imperative to the health and well-being of your staff. Sure, a large majority of your workforce might welcome the 5 p.m. wine cart or the company happy hour to the local brewery. But you need to be taking into account all employees—one in 12 is a significant statistic.

I believe work and drinking should remain separate and time spent in the office should be dedicated to productivity, but I’m aware that’s not the norm in every company. At the very least, it’s time for company leaders to acknowledge alcoholism in the workplace and understand that lighthearted choices to create a fun company culture may actually be hurting employees.

Here are 5 “don’ts” for being smarter about how alcohol is incorporated into your company culture:

1. Don’t offer alcohol as a workplace reward

You just nailed that client meeting? Come to my office and we’ll pop some champagne. Need a pick-me-up? A round of shots! These seemingly innocent actions could have negative consequences for anyone at your workplace who might be struggling. What you see as a reward, others might see as a trigger. Some companies even talk up these “perks” during the hiring process to entice candidates.

Instead, show appreciation through other means: Compliment an employee publicly at your next all-staff, buy them their favorite coffee, or plan a fun team-building event (who’s ready for some competitive bowling?!) Show prospective new hires that your company is more than drinking–instead, you prioritize a healthy work environment.

2. Don’t incorporate alcohol into any mandatory workplace event

My organization conducted a survey on substance use in the workplace and found that 66% of people admitted they have consumed alcohol during work hours. What employees do on their own time is their prerogative, but you run into trouble when drinking becomes part of activities that are required of employees.

Keep alcohol out of meetings and other workplace operations. Avoid pairing happy hours with huge company announcements, for example. I’m not saying avoid all events involving drinking, but make sure these events are not mandatory. This gives employees an easy way to opt out of events where alcohol will be present.

3. Don’t make employees stay late to get the job done

Occupations with the highest rate of alcohol use have two factors in common: high stress and long hours. We live in a society of workaholics, so you need to encourage employees to use their vacation time—(some companies are even mandating recurring scheduled vacation). Establish reasonable working hours, give your employees flexibility to work from home, and encourage healthy breaks. If you work in a high-stress industry, or an industry known for substance use issues—such as construction or trucking —check in on your employees’ well-being often.

4. Don’t feed into the stigma

Addiction is a disease, not a bad habit or poor choice. Create an open-door policy where employees understand they will not be judged if they are struggling. There isn’t a one-size-fits-all formula for how to do this—you have to build strong relationships with employees and establish a reputation for being supportive of your employees. You wouldn’t discriminate against an ill employee who needs time and medical treatment to recover, so supporting someone struggling with addiction shouldn’t be any different.

Many employees assume termination will be the first course of action if they open up about their struggle with addiction. Remember there are laws that protect people with addiction disorders from workplace discrimination. Make it clear that their health and well-being come first and guide them toward help. This may come in the form of an employee assistance program or perhaps by connecting them with a local support group.

Other Articles From AllBusiness.com:

• The Complete 35-Step Guide for Entrepreneurs Starting a Business
• 25 Frequently Asked Questions on Starting a Business
• 50 Questions Angel Investors Will Ask Entrepreneurs
• 17 Key Lessons for Entrepreneurs Starting A Business

5. Don’t keep your leadership team in the dark

Offer training to all managers about substance use in the workplace so they feel prepared should the situation arise. Training will help your leaders understand how to approach someone they suspect might have a problem with alcohol. Assist leaders at your organization in recognizing the signs and symptoms of addiction so they’re prepared to help an employee who may need it. These signs can include:

• Regular, unexplained absences or tardiness
• Sluggishness in the mornings
• Inconsistent job performance
• Appearing overly tired or sleep-deprived

Addiction is a disease, and there’s a high probability that it’s impacting someone in your workplace. By focusing on educating company leaders, providing employees with healthier options for work functions, and creating a supportive atmosphere, you’re establishing a workplace where everyone can succeed.

RELATED: How Might Employee Addiction Be Impacting Your Business?