Expectations about the consumption of alcohol 'can be very detrimental for people struggling with substance use'
This Christmas, bells are ringing, colleagues are singing, and alcohol is flowing at numerous workplace celebrations marking the holiday season.
But these events won't feel as celebratory if they're not inclusive to all employees, especially those suffering from alcohol abuse.
Alcohol has long been a staple in society. Data from the Australian Institute of Health and Welfare (AIHW) revealed that there were 225.4 million litres of pure alcohol available for consumption in Australia in 2022-23.
In the same period, 31% of people aged 14 and over consumed alcohol in ways that put their health at risk. In fact, alcohol accounted for over half of drug-related hospitalisations in 2022-23, with initial estimates revealing that there were 1,667 alcohol-induced deaths in 2023, according to the AIHW data.
Making sure that employees, especially those suffering from substance abuse, feel protected during workplace parties where alcohol will surely be pouring falls among employers' responsibilities.
Gavin Brown, Clinical Psychologist at the Banyans Healthcare, said introducing alcohol at workplace functions can put a lot of pressure on these employees.
"It can… potentially send inadvertent messages about expectations about consumption of alcohol, which can be obviously very detrimental for people who are struggling with substance use," Brown told HRD in an interview.
"These people are working really hard not to use substances and if they have a message from their employer about 'This is expected' or 'This is normal part of our culture,' then that can apply a lot of pressure to people who are struggling with those substance use issues."
But there are various ways that employers can ensure that employees suffering from substance abuse can feel safe during these workplace functions.
"In terms of things like a Christmas party or something like that, there's a few things that they can do, such as providing good non-alcoholic alternatives, making sure that there's appropriate staff at those kinds of functions or appropriate wait staff that may be trained in responsible service of alcohol," Brown said.
Employers should also consider shifting the focus of holiday parties away from alcohol.
"Maybe frame a Christmas party around an activity or something like that, something where people are less likely to drink," Brown said. "Having good food available as well also helps people to not drink perhaps as rapidly or as much."
Setting the proper time for holiday parties is also a good idea to establish boundaries for alcohol.
"A work Christmas party doesn't have to be on a Friday evening necessarily," Brown said. "It could be a Saturday lunch type of function where maybe alcohol use is not as expected in that kind of environment."
These pointers also come as alcoholism in the workplace tends to be invisible, with employees not obligated to disclose if they're suffering from substance abuse.
According to Brown, employers also tend to "neglect the idea" that alcoholism can still exist in workplaces.
"One of the common misconceptions is that we see alcoholics as non-functioning when in fact, there are a lot of, as we would call them, high-functioning alcoholics in the workplace," Brown said.
"In other words, people that are using alcohol on a very regular basis but are still able to manage to, for a significant period of time, hold together that daily functioning and be able to do the tasks of maybe an executive or senior management."
With alcoholism usually being invisible at work, letting alcohol loose in workplace parties may have a range of consequences for organisations. Brown said that a culture of drinking in workplaces, particularly Christmas parties, brings the risk of losing staff who make bad decisions under the influence of alcohol.
"In very extreme cases, [there are] potential legal consequences around duty of care and things like that," Brown added.
On the other hand, benefits of an alcohol-free environment at work will have a range of benefits as well.
"I think one of the benefits is that you're not going to be likely to be dealing with very regrettable incidents on the Monday morning after that work party if there is no alcohol," Brown said.
There are also benefits for recruitment and retention, according to the clinical psychologist.
"There's a lot of research currently that young people, in particular, are moving away from excessive consumption of alcohol and are being much more responsible," he said.
"So, there are benefits in terms of recruitment and embracing the sort of culture that may be attractive to particularly young professionals who maybe have a slightly healthier outlook on the use of alcohol, particularly in the workplace."
Ultimately, people suffering from substance abuse also have the power to remain alcohol-free, even in workplace functions, according to Brown. Having a colleague or a trusted friend who is also at those workplace parties can be helpful.
"[It’s about] letting them know that that is part of their struggles so that their colleague or friend might also be able to keep an eye out for them and just help them monitor their own consumption of alcohol," Brown said.
Coming prepared is also essential: "All that employee has to say is 'I'm not drinking tonight.'"
"It doesn't need to be any big, long explanation," Brown said. "But coming prepared with some of those statements where they can feel assertive and comfortable saying those things, potentially setting up reasons to leave at an appropriate time, maybe family commitments or something like that. So, having those ready to go is really helpful."
