At some point, an employee may arrive at work feeling jaded after a night of excess but what should SMEs do if they suspect that an employee has a problem with alcohol?
If it’s affecting an employee’s performance at work or causing absenteeism, then address it soon as possible. There is now a distinct shift away from dealing with alcohol related work problems immediately as a disciplinary issue, and towards a more supportive one where the problem is treated as an illness.
This approach, strongly advocated by ACAS, involves interviewing the employee in private and pointing out areas of concern, be it poor performance, absenteeism or otherwise and sharing with the employee any evidence available. For example, this might be sickness absence records. The employee should be given an opportunity to explain and encouraged to be frank and open about any personal problems that may be the cause of poor work performance. If the employee does not raise the issue of alcohol and you still suspect that this might be the problem, they should be asked tactfully about this, and if the company has a policy on alcohol this should be pointed out.
If the employee accepts that there is an alcohol problem, support should be offered in the first instance. This could take the form of a referral to Occupational Health, counselling services or guidance on support groups, such as Alcohol Concern. But a clear timeline should be set within which the employee would be expected to take steps to address the issue and for a change in his performance or absence record. Make it clear to the employee that if they do not co-operate and if there is no change then disciplinary action is likely which could ultimately lead to dismissal.
Preventing alcohol issues in the workplace.
Most SMEs without HR support will not relish the prospect of having these sensitive conversations with employees and so the best way to avoid having to do so is prevention. A clear policy on alcohol is a good starting point and this can also help on cases where performance isn’t being affected but you suspect someone is drinking on the job.
Any such policy should identify what is or is not acceptable – are employees allowed to drink alcohol during lunch breaks, when entertaining clients, or on special occasions? Also, providing information to staff about alcohol and health may promote sensible drinking, or encourage any staff with a drink problem to approach the employer first, making the employer’s job that bit easier.
No employer wants to be a spoil sport but alcohol related absenteeism and the effects of drinking on productivity and safety can have a significant impact on a business, not forgetting the potential disciplinary headaches it could cause. The key is to maintain a balance between having motivated and happy employees and an efficient business so if you think a staff member may have a problem, don’t leave it. Confront it with care.
If you need assistance please do not hesitate to contact us through www.HRBusCons.co.uk
