Recognizing alcohol misuse in employees or coworkers is vital for providing help. Key signs of an alcohol use disorder include excessive drinking, failed attempts to cut back, neglect of responsibilities, and increased tolerance or withdrawal symptoms. Seeking alcohol rehab can be an important step toward recovery. In 2019, about 25% of adult Americans reported binge drinking, and 6% engaged in heavy alcohol use.
Signs of Alcoholism in the Workplace
The U.S. Office of Personnel Management’s handbook for supervisors highlights potential signs of problematic alcohol use, such as frequent absences on Fridays and Mondays, repeated tardiness, and the sudden need to attend to various “emergencies.” While these signs are not exclusively linked to alcohol-related issues, other performance declines that may suggest problematic drinking include:
- frequently missed deadlines;
- numerous careless errors;
- incomplete assignments.
Employees struggling with alcohol misuse may also face strained relationships with coworkers or isolate themselves entirely. More overt indicators of such struggles might include:
- smelling of alcohol;
- unsteady movement;
- bloodshot eyes;
- body tremors;
- falling asleep at work;
- changes in mood and behavior.
It’s important to recognize that these symptoms can also reflect other physical or mental health issues. Diagnosing an alcohol use disorder and addressing workplace alcohol concerns should be performed by treatment professionals and managed through appropriate workplace assistance protocols. For more information, visit https://www.peacevalleyrecovery.com/.
Approaching a Coworker with a Suspected Alcohol Problem
Noticing signs of alcoholism or an alcohol relapse in a coworker can be daunting. You might worry about offending them if your suspicions are incorrect. Ideally, before addressing the coworker directly, it is advisable to discuss your concerns with a supervisor or a human resources representative.
If your coworker indeed struggles with alcohol misuse, it is a larger issue that requires more than just personal intervention; your employer should be informed.
Typically, a manager or HR representative will meet with the employee, address the concerning behaviors, and offer assistance for treatment if they are open to it.
Employers suspecting an alcohol misuse issue should:
- Maintain clear documentation with specific examples of concerning behavior.
- Meet privately with the employee, away from others.
- Highlight patterns of poor performance or tardiness.
- Use a questioning, non-accusatory tone.
- Give the employee an opportunity to discuss their situation. The employee might admit to a drinking problem or disclose another medical or mental health issue causing these behaviors.
- Help the employee seek assistance, often starting with a referral to the company’s Employee Assistance Program (EAP).
- If the employee denies any issues or refuses to acknowledge a problem, HR or the supervisor should focus on performance issues, encouraging improvement. If problems persist, progressive discipline may be necessary.
If an employee’s behavior becomes disruptive, they may need to be removed from the workplace for their safety and that of others. Additionally, if an employee is visibly intoxicated, it is crucial for an employer, manager, or HR representative to address the situation immediately.
Supporting a Coworker Struggling with Alcohol Use Disorder
When a coworker is struggling with an alcohol use disorder, it is vital not to ignore potential issues in the workplace. If you suspect misuse, be prepared to listen if they wish to talk and guide them to a human resources representative if they request help. If you notice evidence that concerns you, discuss it with your supervisor or HR.
Do not enable their behavior by clocking in for them if they are late, covering for them if they leave early, or lending them money. Making excuses for them only perpetuates the problem.
