Q: I have a suspicion that a few of my staff go to the pub at lunchtime. How can I stop staff drinking during working hours?
A: For some, the days of drinking during working hours are a thing of the past, while in certain sectors, the drinking culture is accepted and working lunches are encouraged. Employers who wish to stop staff drinking during the working day can take action to prevent this.
Introducing an alcohol and drugs policy laying out the rules regarding drinking during working hours is commonplace in many companies as the first method of prevention. In fact, Lloyds of London made headlines recently for doing just that. The introduction of the policy was newsworthy because of the traditional drinking culture in the banking sector, however, a high number of disciplinary and grievance issues involving alcohol led to the business banning alcohol during working hours. Any alcohol policy should outline the company’s rules on drinking during working hours, include the consequences of breaching the policy, and contain any rules on alcohol testing.
Policy should also make staff aware that their lunchtime hours are not automatically classed as personal time. In some cases, the lunch hour can be seen as an extension of the working day, especially when the employee is having lunch with a client, takes their lunch in the office, or is ‘talking shop’ with colleagues. This will mean that the policy remains applicable and in force during their lunchtime.
Once a policy is in place, stopping staff drinking during working hours can be as simple as enforcing the policy and addressing each incident as a disciplinary issue. Under the company’s policies, drinking is likely to be classed as an act of misconduct, but the actual circumstances might increase the seriousness of the incident, for example, if the staff member operates heavy machinery or drives a company vehicle.
Following a disciplinary procedure will ensure that the staff involved are formally warned and deterred from drinking in the future, and also functions as a deterrent to other staff, who will be made aware that their employer is taking the issue seriously.
Alongside disciplinary action, employers can seek to resolve any underlying issues that cause employees to drink during working hours. During an investigation in to the disciplinary matter, if the employee is highlighting working pressures or substantial workloads, the employer might have to provide extra support or training.
Employers can also introduce a workplace counselling service or an Employee Assistance Programme, which provides assistance for personal problems inside and outside of work.
It might be that the employee is drinking alcohol to cope with personal troubles or an addiction, and these services will cut workplace drinking by helping to solve these issues.
David Price is managing director of Health Assured
