A recent article published by BBC 5 Live’s Wake up to the Money discusses the issues of alcohol and the workplace. Interviewing both employers and staff, the program puts forward both the positive and negative impacts that this divisive subject can have.
Digital Marketing Firm, The Audit Lab, has introduced the option of ‘hangover days’ for its staff. Co-founder and Director, Claire Compton explains
“We wanted to offer something to younger millennials…It’s basically a work from home day, but we’ve sexed it up a bit to appeal to the younger generation. It promotes honesty, as well.”
However, organisations such as Drinkwise don’t agree.
“There should be no place for encouraging risky drinking behaviours in the workplace.”
says CEO Elaine Hindal.
While Alcohol Change UK Director Andrew Misell suggests
“There’s nothing wrong with having a drink but knowing in advance that you’re going to drink to the point where you can’t get into the office the next day is a different story.”
What’s your take on the subject?
As an employer, you may want to offer your staff the freedom of flexible hours and the opportunity for honest relationships with their direct managers. You can also take advantage of boosting morale over the holidays and other similar times as bank holiday weekends and company events.
But it certainly begs the question,
‘Aren’t there other opportunities to build trust and honesty with our employees without condoning binge drinking?’
Wake up to the Money reports
‘Four
out of 10 HR managers surveyed said that alcohol could cause problems at work.
But almost 50% of the managers said having some drinks at social events had a
positive effect on morale and team bonding.’
It’s also estimated that 84% of official workplace social events involve alcohol, according to research carried out for the Chartered Institute of Personnel and Development.
So, are we overtaken by events? Should you accept that drinking is part of your company culture and embracing it would be the best option? If you do have a drinking culture at work, does that pose the possibility of discrimination on the grounds of religion or belief? How does it impact on those who may have recognised they have a drink problem and are in recovery?
If your employees are going to drink anyway, can your business implement ways in which it is more controlled and monitored? Does a more honest approach mitigate the possibility of misuse?
Duty of Care
As an employer you have a Duty of Care to your employees to not cause any unreasonable harm or loss during their work. Therefore, many companies implement a zero-tolerance approach to the consumption of alcohol during working hours.
Ellie, an employee of The Audit Lab, says the introduction of ‘Hangover Days’ is working well for her and her colleagues, she claims it’s not a benefit anyone would think to misuse:
“Everyone is pretty much the same, they take them as and when they need them., no-one takes the mick or takes too many. Everyone uses them when they’re needed.”
Maybe Ellie is right in her prediction that colleagues will not misuse or abuse the ‘Hangover day’ policy or is this naïve?
Let’s remind ourselves:
‘Four out of 10 HR managers surveyed said that alcohol could cause problems at work.’
This is not an insignificant number.
Asking for Trouble?
If you implement ‘Hangover Days’ and accept the fact that your employees may be binge drinking at the office party or event, while you supply unlimited access to booze, aren’t you condoning the misuse of alcohol?
Surely, you’re saying, ‘you know what, it’s ok if you get smashed cos you can just take a day off work?’
As an ex-HR manager, I’ve seen first-hand the impact that alcohol can have in the workplace, not only in the office but with clients, meetings and other social events hosted and attended by employees. It opens a whole can of worms which once released can become a messy and challenging issue to manage.
It’s a big no-no for me, and I would advise any employer to carefully consider what message they wish to send to their staff, customers and shareholders. Not to mention managing the fall out if things should go too far with drinking, driving or inappropriate behaviour.
It’s a divisive and challenging subject to approach. Not only because you’re an employer with values, integrity and a reputation to manage but also because you want to support your employees with the freedom and flexibility of a great working environment.
It is our responsibility to ensure the workplace is both inclusive and accepting. When we discuss the mental health and physical wellbeing of our employees where do our obligations start and end?
It’s a tricky road to travel and one that needs careful consideration. Perhaps begin that honest and open-door approach with your employees and discuss these issues before opening the door to hangover days and pyjama parties? There are many other creative, supportive and positive ways in which we can support our people; embracing honest and open-door policies.
What are your thoughts? We’d love to hear them as we think this subject opens the forum for many discussions about what is and isn’t acceptable in the workplace while prioritising our employee health and wellbeing.
If you’re interested in learning more about supporting and managing the mental health of your employees, give us a call today 01954 267640 Or visit our website at yppp.wpengine.com
