How Alcohol Wise Is Your Workplace?

Eight great ways that you can reduce the impact alcohol on your workforce – and your profit margin.

1. Create a strong, supportive alcohol policy

A well-designed workplace alcohol policy can help prevent problems before they arise—and reduce legal risk. The best policies are clear, practical, and non-punitive, encouraging employees to seek support if they’re struggling.

Some industries, like construction or transport, carry higher risks when it comes to alcohol. Policies need to reflect those occupational realities and align with your overall workplace culture.

If your workplace uses alcohol testing, be transparent about why it’s in place and what it’s meant to achieve.

2. Check your health insurance coverage

If your organisation offers private health insurance, take a look at what it covers. Many plans still leave significant gaps when it comes to alcohol support.

Offering access to treatment—when it’s needed—sends a powerful message that your company takes wellbeing seriously and is ready to help employees who need it.

3. Include alcohol in health and wellbeing education

Raising awareness about alcohol is a key part of any wellbeing strategy. It reduces stigma, helps employees seek help earlier, and improves overall workplace performance.

Targeted education has been shown to reduce drinking and related harm. If your workforce drives for work—using company or personal vehicles—consider running sessions on alcohol and driving. This can help reduce risk, protect your organisation’s reputation, and most importantly, save lives.

4. Offer confidential alcohol screening

Around 1 in 5 men and 1 in 10 women who visit their GP meet the criteria for risky or problematic drinking. Some employers now offer private, confidential screening tools that allow staff to check in on their own drinking.

This simple step can lead to early intervention and shows your commitment to staff wellbeing.

5. Strengthen your Employee Assistance Programme (EAP)

A well-rounded EAP should include confidential advice, access to specialist support, and resources for people affected by someone else’s drinking.

Think about offering alcohol-specific counselling or support for recovery. Your occupational health provider can usually point you to the right services.

6. Train managers to respond confidently

Line managers play a key role in spotting the early signs of a problem—but they need to feel confident doing so.

Return-to-work interviews, appraisals and informal check-ins all offer opportunities to gently raise concerns. With the right training, managers can start the conversation in a supportive way—often before a situation escalates.

7. Get involved in Dry January

Dry January is a fantastic opportunity to encourage staff to reflect on their relationship with alcohol. Taking just one month off can have huge benefits—and running your own workplace campaign is a great way to show support.

The Dry January website is full of ideas, from mocktail tastings to fun challenges. A positive, inclusive campaign sends the message that taking a break from alcohol is something to celebrate.

8. Lead by example

Take a look at how alcohol shows up in your workplace culture. Is it used as a reward? Expected at social events?

Studies show that people often drink at work events even when they don’t want to—just to fit in. Offering attractive alcohol-free options (and giving them equal billing) helps everyone feel more comfortable. It’s about creating an environment where not drinking is a real choice, not a social risk.