Why Addressing Alcohol Misuse Is Key to Long-Term Organizational Success

• People who suffer from Alcohol Use Disorder often have higher absenteeism in the workplace, and it also could negatively impact workplace productivity and overall work quality
• Effective strategies include openly discussing alcohol use using appropriate language, while offering Employee Assistance Programs, professional counseling, and education services as part of company-wide wellness initiatives. 
• If drinking is a social status symbol for the company, or a sense of belonging at company social events, then those who don’t drink are not going to feel like they belong or that they can rise up the ladder.

There’s a lot of blame going around about reasons for lost productivity in the workplace. Many are falsely attributing this to remote work and implementing controversial policies to get workers back to the office, including tracking employee locations. 

The more directly detrimental factors, however, are often ignored because of entrenched stigmas in the workplace, including those around mental health issues and aging. While some companies are increasingly recognizing the importance of holistic employee well-being to the future of work, the discomfort around addressing alcohol abuse is still strong. 

This is a taboo subject in most settings, but none more than professionally, with employers often reluctant to address them openly. If any support is offered, it’s likely mentioned in passing as part of an employee assistance program (EAP), but there are many benefits to bringing these discussions out in the open. 

When challenges in alcohol and substance use are addressed proactively, employers can build more resilient teams better equipped for long-term success. 

Supporting employees to get sober  — even if they were only consuming irresponsibly after hours  — can increase productivity, lower absenteeism, and attract top talent because the work culture is perceived as progressive and empathetic. 

Why is alcohol abuse a problem for employers?

Data from the Substance Abuse and Mental Health Services Administration (SAMHSA) has shown that people who suffer from Alcohol Use Disorder (AUD) often have higher absenteeism in the workplace, and it also could negatively impact workplace productivity and overall work quality, according to Dr. Aaron White, senior scientific advisor to the National Institute on Alcohol Abuse and Alcoholism (NIAAA) Director. 

People who suffer from Alcohol Use Disorder (AUD) often have higher absenteeism in the workplace, and it also could negatively impact workplace productivity and overall work quality.

“In 2022, 29.5 million people (10.5% of the population) in the United States reached criteria for Alcohol Use Disorder using DSM-5 criteria,” White said. “The majority of people with AUD (71.8%) reported being employed either full time (57.3%) or part time (14.5%) (NSDUH, 2022).”

Given the number of people with alcohol use problems, there may be high “hidden costs” for employers reflected in areas such as healthcare expenses — including medical, mental health, or pharmacy costs — related to alcohol or substance use issues. 

Corporate Wellness Program Manager, Wellbeing Coach, and Speaker, Debra Lafler emphasizes that openly discussing alcohol and substance use, just like any other health or social issue, is key to maintaining a positive work environment and reducing stigma. 

Stigma may actually be getting harder to battle. Alcohol consumption has historically been a large part of modern social life, but a recent Gallup poll finds more Americans than ever before are viewing it as unhealthy: 45% of Americans now say drinking one or two alcoholic beverages per day is bad for one’s health. 

When Gallup asked what is the best health advice for people who drink an average amount of alcohol, 55% of U.S. adults said drinkers should reduce the amount they drink, and 22% said they should stop drinking alcohol altogether. 

Shame around drinking heavily can lead to strongly masking habits in the workplace.

Lafler mentions that some employees who drink or use substances, even those that have a substance use disorder, may be considered “high functioning,” and it would be hard to spot or catch if something is amiss. 

“[T]hey work well, are high performers, and may not be missing work,” Lafler said. “So, for those individuals, the negative effects may not show up at work, but instead show up personally (i.e., health, relationships, finances).”

This is another reason discussing support benefits openly is important — there’s potential to reach someone who might not outwardly be struggling.

What benefits could effectively address alcohol abuse?

Workplaces commonly have “drug-free” policies that prohibit intoxication on the job, but most of the time they also provide little in the way of support or resources for employees struggling with Alcohol Use Disorder (AUD), alcohol misuse, or other related challenges. 

“Employees may be hesitant to acknowledge a problem with alcohol or to seek or accept help for several reasons,” said Dr. White. “Among people with AUD, concerns over how they will be viewed by colleagues, family and employers are common barriers to treatment. It is important to consider terms used when discussing alcohol use and AUD among employees to help minimize the impact of stigma on decision-making.”

Lafler emphasizes that openly discussing alcohol and substance use using appropriate language, just like any other health or social issue, is key to maintaining a positive work environment and reducing stigma. 

Wellness experts like Lafler and White say companies can offer Employee Assistance Programs (EAPs), professional counseling, and education services as part of their company-wide wellness initiatives. These are becoming more common practice across the workforce.

“An EAP is an employer-sponsored service designed to help employees address issues that are impacting their job performance — including personal and/or work-related concerns, such as stress, financial issues, legal issues, family problems, office conflicts, and alcohol and other substance use disorders,” White said. “The goal of these programs is to have a positive effect on employee productivity and organizational performance.”

“Employers can put employees on performance improvement plans, and recommend counseling or treatment,” said Lafler. “However, it’s important to know that employers cannot mandate that employees get help. Employers can inform the employee about their benefits, but it’s up to the employee to engage in those resources. If they do, the employer can help the employee further by having them apply for FMLA, if needed, and/or offer flexible work arrangements so the individual can attend treatments.”

“However, it’s important to know that employers cannot mandate that employees get help. Employers can inform the employee about their benefits, but it’s up to the employee to engage in those resources.

Additionally, Lafler suggests that employers interested in incorporating wellness initiatives that address these issues can take the following steps.

1. Promote the benefit programs available for employees and their family members. This includes EAPs, health insurance plans, and wellness programs. 
2. Inform employees about the Family Medical Leave Act (FMLA) and how it allows them to take time off for treatment if needed. FMLA is a U.S. federal law that allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons — including childbirth, adoption, serious health conditions, or substance use treatment. 

It applies to private employers with 50+ employees, public agencies, and schools, with eligibility requiring 12 months of employment and 1,250 hours worked. FMLA provides important job protection while helping employees seek necessary treatment without penalty.

1. Post and promote additional information about: 
   1. National awareness campaigns like National Alcohol Awareness Month, National Recovery Month, and National Substance Use Prevention Month. 
   2. Free public challenges including U.K. Dry January Challenge, the 30-day Alcohol Experiment by Annie Grace, or the 7-day Sober Experiment by IGNTD’s Adi Jaffe.
   3. Recovery helplines including the SAMHSA National Helpline. 
   4. Free or low-cost support groups including Alcoholics Anonymous, SMART Recovery, and Moderation Management. 
   5. Private at-cost programs with free trials like the Reframe App, or the IGNTD Recovery program.

Other Ways to Address Alcohol-Related Issues as an Organization

Beyond promoting benefit programs, employers can take other steps to address alcohol-related issues. 

Things like sending a company or team-wide email raising awareness for monthly events like “Sober October” or “Dry January” are low-cost, yet impactful challenges that promote moderation or abstinence.

Employers should consider these other options to support their workforce:

• Offer alcohol-free social events and gatherings to create a more inclusive environment for employees in recovery or who choose not to drink.
• Promote the confidential counseling and support for employees facing alcohol or substance use-related issues that are included in most EAP plans.
• Educate employees on the risks of alcohol abuse and provide resources for reducing or cutting down on excessive alcohol consumption — such as wellness challenges like “Dry January.”
• Establish a workplace culture that destigmatizes seeking help for substance abuse and provides a supportive environment for recovery.
• Ensure policies are in place to address alcohol-related performance issues in a fair and constructive manner, with a focus on getting employees the help they need.

The Importance Of Generational Shifts Regarding Alcohol

A willingness to treat alcohol issues in the workplace more openly may become even more important as the number of Gen Z workers increases. Gen Z employees are set to overtake the number of Boomers in the workplace by 2025, and will make up 30% of the workforce by 2030. 

This is consequential to workplaces as Gen Z is much more open to discussing alcohol and its health impacts, which could lead to benefits for mindful employers in terms of attracting and retaining talent. 

The younger generation has an altogether different perspective on alcohol use both at work and in social settings. 

Data on the drinking preferences of younger demographics show social drinking is not as popular as it once was, which is also a driving force behind Gen Z’s embrace of wellness initiatives.

“We are currently witnessing a cultural shift when it comes to alcohol consumption. Generation Z are consuming far less alcohol than any other generation, and clearly shying away from excessive drinking. 20% less alcohol is being drunk per capita by Gen Z,” according to a report published by research firm Ipsos.

Younger workers, particularly the Gen Z demographic, are being labeled as “sober curious,” which is part of a movement defined as becoming more mindful and intentional about alcohol consumption, without necessarily committing to complete abstinence. 

Rather than ordering a beer at a bar, someone who is sober curious might try a non-alcoholic beer or wine, or a new mocktail recipe. Decreased alcohol consumption amongst Gen Z is a trend that’s being recorded globally. 

“Among 15 key markets (Australia, Brazil, Canada, China, France, Germany, India, Italy, Japan, Mexico, South Africa, Spain, Taiwan, U.K., U.S.), Japan shows the highest level of abstention among Gen Z (aged 18-26) consumers, with 63% claiming not to have drunk alcohol in the past six months — followed by the U.S. at 54% and Canada at 44%,” according to data published by the International Wine and Spirits Record (IWSR).

Lafler says these trends should strongly influence employer decisions to not host work events at places where alcohol is the center focus.

“There’s a push nowadays for employers to not have outside work events at bars, because not everyone’s a drinker, or people are in recovery and now you’re putting them in a place at risk,” Lafler said. “There’s also the aspect of, if drinking is a social status symbol for the company, or a sense of belonging for the company, then those that don’t drink are not going to feel like they belong. They won’t feel like they’re important, or that they can’t rise up the ladder.”