Alcohol Use and the Workplace

When alcohol problems occur in the workplace, it can be easy to solely cast blame on the individual who chose to drink. Yet, an increasing amount of evidence indicates that many factors specific to the workplace environment and culture can affect the level of drinking among employees during and after work. By understanding the workplace factors that contribute to alcohol use and taking steps to address them, you can increase the safety of your organization, minimize liability risk, and reduce workplace costs associated with lost productivity.

Factors that Influence Alcohol Use in the Workplace

The Alberta Alcohol and Drug Abuse Commission (AADAC) (now part of Alberta Health Services) conducted a workplace study (PDF 1.14MB, page 4 of 43) which revealed that alcohol consumption and alcohol-related problems on the job are indirectly related to the following four factors:

1. Workplace Culture and Group Norms

Alcohol use can be influenced by workplace expectations and the way management deals with or approaches alcohol issues. It has been shown that:

• Employees whose co-workers drink together are more likely to have higher absenteeism rates, lower productivity, and more on-the-job injuries
• Workplace drinking networks increase employees’ alcohol consumption patterns during and after work¹
• The use of alcohol at business lunches, office parties, and other work-related functions can contribute to a workplace culture of alcohol use (PDF 1.37 MB, page 31of 179 )
• Employees with more accepting attitudes towards drinking at work consume more alcohol per week and drink more often at work

2. Alcohol Availability

When alcohol is available at or near a worksite, employees generally:

• Are more likely to drink at work
• Report more absenteeism
• Are less productive
• Consume more alcohol per week

3. Work Stress

Work stress can influence alcohol consumption, especially when the employee lacks other social supports. Increased levels of workplace stress are related to the following factors (PDF 1.37 MB, page 33 of 179):

• Physically demanding work
• Boredom
• Shiftwork
• Isolation
• Poor management and worker relations

4. Workplace Social Controls

Having a workplace alcohol policy that is consistently enforced is associated with lower alcohol consumption at work. If organizational controls are low or absent, then employees engage in more drinking.

Sectors of the Workforce at Higher Risk

Alcohol problems can occur in any workplace. However, some sectors of the workforce have been identified as being at higher risk for alcohol and other drug problems (Alcohol Policy Network, 2004). These include:

• Manufacturing sector (processing and assembly line workers)
• Recreation and entertainment sector
• Foodservice industry
• Construction sector

In addition, small and medium-sized businesses tend to be at greater risk for alcohol problems because they are less likely to have alcohol or drug policies in their workplace.

What Does it Cost Businesses?

Alcohol problems are a substantial financial burden to workplaces. For example, in 2002, Canadian workplaces:

• Paid out $61.5 million dollars in workers’ compensation claims attributed to alcohol
• Lost $6 billion in productivity due to long-term disability caused by alcohol use
• Lost $923 million in productivity (PDF 1MB, 81 pages) because of premature death caused by alcohol use

How can Workplaces Help?

Strategies workplaces can use to increase the safety of their organization and to positively affect workplace alcohol culture could include:

1. Develop a workplace alcohol policy (PDF, 62 pages, 481 Kb) which is consistently enforced.
2. If your workplace has an Employee Assistance Program (EAP), promote the use of it in your workplace. If your workplace does not have an EAP, consider implementing one.
3. Engage in health promotion activities in your workplace.
4. Provide alcohol and drug education to your employees through displays and presentations.
5. Create a supportive work environment that reinforces healthy behaviours.
6. Encourage your employees to follow low-risk drinking guidelines.
7. Provide resources to employees to help them cope with stress in healthy and effective ways.

Peel Health provides free consultations to workplaces on how to develop an effective alcohol policy and a healthy workplace plan. For more information, please call 905-799-7700 or e-mail.

Facts and Stats

• A 2002 study (PDF 92KB, pages 28, 30-31 of 201) on substance use in the Alberta workplace indicates that:
  • 11% of employees have consumed alcohol while at work
  • 10% of the workforce are problem drinkers
    
    
• 74% of people (PDF 30KB, 6 pages) with an alcohol problem are employed
• Workers in organisations² that most discouraged social drinking were:
  • 45% less likely to be heavy drinkers than those in workplaces with the most relaxed attitudes to drinking
  • 54% less likely to be frequent drinkers
  • 69% less likely to drink during the working day
  • less likely to drink on and off the job

Footnotes

1. Fine, M., Akabas, S.H., & Bellinger, S. (1982). Cultures of drinking: A workplace perspective. National Association of Social Workers, 27, 436-440.
2. Barrientos-Gutierrez, T., Gimeno, D., Mangione, T.W., Harrist, R.B., & Amick, B.C. (2007). Drinking Social Norms and Drinking Behaviours: a Multilevel Analysis of 137 Workgroups in 16 Worksites. Occupational Environmental Medicine, 64, 602-608.

Additional Resources

• Alcohol Policy Network
  • Guide to developing an effective alcohol policy
• Alberta Alcohol Drug Abuse Commission (AADAC)
• Canadian Centre for Occupational Health and Safety (CCOHS)
• Canadian Centre on Substance Abuse
• Region of Peel - Alcohol Liability

Other Topics