Alcohol in the workplace
Is alcohol affecting the health of your workplace?
Australians love a drink. Alcohol, when consumed responsibly, is a social custom that helps break down inhibitions and unleash the inner larrikin.
But when does enjoying a drink become dependence?
Let’s remember, alcohol is an addictive drug. And recent research from the National Health & Medical Research Council indicates alcohol dependence is the most widely prevalent substance use disorder in Australia.
Anecdotal evidence suggests alcohol’s place in the Australian workplaces has changed since the wild days of the 1980’s. The Friday lunchtime exodus to the pub was tempered by the job insecurity workers faced in the recession of the early 1990’s.
The introduction of Fringe Benefits Tax and other legislative changes also helped curtail the long business lunch. The inability to claim certain expense deductions meant the beer fridge in many workplaces was not as well stocked.
Should managers do more to ensure alcohol is not an issue in their workplace?
Alcohol dependent employees are at great risk of major health and social problems. Liver, heart and blood disorders are common. Risky behaviour, road trauma, machinery accidents and falls are also on the cards.
Whether alcohol misuse extends to drinking on the job or suffering from the over indulgence of the night before, there is an enormous financial cost to business. The Australian Drug Foundation estimates the cost of accidents and injuries, absenteeism and lost productivity is $1.9 billion per year.
The Occupational Health and Safety Act puts the onus on employers to maintain a safe workplace. Employers therefore need to recognise the potential risks of alcohol misuse and consider implementing an Alcohol Policy as part of their OH&S strategy.
The Australian Drug Foundation recommends managers reduce the risk factors of alcohol in the workplace by:
- Promoting health and safety generally;
- Ensuring jobs are well structured and employees have adequate supervision;
- Making work challenging and rewarding;
- Supporting employees who have problems with their work or exhibit signs of stress or anxiety; and
- Restricting access to alcohol in the workplace.
Certain industries and occupations experience a greater incidence of alcohol related accidents and issues. These are the workplaces where a change in culture is hardest to achieve.
Managers must consult the workforce and clearly articulate their policy in relation to alcohol. They must be fair and consistently apply the policy across the entire organisation. And they must look at preventative measures.
Having a policy doesn’t mean the Christmas party has to be dry. Good planning for work functions might eliminate regrettable behaviour later. A clear start and finish time for a work function, ample food and the choice of low and non-alcoholic beverages are good starters. Taxi vouchers are standard issue from many large employers who extend their duty of care to ensuring staff make it home safely after attending work functions.
Managing alcohol in the workplace is not about targeting the usual suspects. It is about fostering a culture of health and safety and identifying alcohol as a potentially lethal hazard.
