Alcohol at Work 

According to a BBC news article http://news.bbc.co.uk/2/hi/health/7399192.stm 77% of people did not know how many units of alcohol were in a typical glass of wine. Is it then hardly surprising that an earlier news item http://newsvote.bbc.co.uk/mpapps/pagetools/print/news.bbc.co.uk/2/hi/health/7385965.stm stated that 1/3 of staff had admitted they had gone to work hung over.

What should you do to help your employees become healthier and avoid them turning up to work under the influence of alcohol?
As an employer you have a key role in promoting the well-being of your employees. Many employers provide healthcare benefits to employees including Private medical insurance, Employee assistance programmes, Healthy options in the canteen, Occupational health (on or off site), Optical care, Health Screening, Subsidised fitness centre facilities, Dental insurance, Ride to work schemes and more.
If you do not provide these currently, then why not ask your employees what benefits they would like to see the company offer. After investigating the possibilities implement the best options for your employees even if the employees themselves have to pay or contribute to the options.

Did you know……..An employee who impairs their own ability to work safely or to respond effectively to an emergency due to alcohol is a danger to themselves and to others. Health and safety legislation states that an employer may be prosecuted if they knowingly allow employees to work under the influence of alcohol.

Question: An employee reports to work under the influence of alcohol.  They are incapable of working. What do you do?

Answer:
 

• Send the employee home. Do not allow the employee to drive home.
• Ask another employee to witness the event before sending the employee home.
• Document what you have seen and heard.
• Ask the witness(es) to write statements of what they saw and heard.
• Conduct an investigation on the employee’s return to work:
  • Ask the employee if they are having any difficulties at work and if they have an alcohol related problem (do not accuse them, simply ask them).
  • Decide what if any further action is necessary.
  • Do not make assumptions. Base decisions on evidence obtained.
• Following the investigation it may be necessary to support the employee in seeking professional help particularly if they have stated they have an alcohol problem.

Need a alcohol policy or further advice simply contact us on 0208 8168 726.