Currently, disability includes those conditions arising from alcohol dependence such as liver disease or kidney failure. Yet, it does not protect people with alcohol dependence. Nor does it account for the wider mental health and dependency-related challenges people may face, despite these being key drivers of discrimination.
In fact, the Equality Act specifically excludes alcohol dependence from the definition of disability, with past messaging from UK government justifying this on the basis that it is ‘self-inflicted’.
This means people with alcohol dependence, or a history of alcohol dependence, receive no protection, while conditions such as depression or eating disorders are included within the definition of disability and the protections of the Act. The difference in how these conditions are defined in legislation tells us that despite the headway made in tackling mental health-related stigma, the same cannot be said for alcohol dependence.
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The strongest argument for including alcohol dependence in the Equality Act is that it is widely accepted as a treatable illness, not a lifestyle choice. It is concerning that in 2024, people still face inequality and discrimination because of a health condition they are experiencing.
Additionally, misconceptions surrounding alcohol mean people avoid seeking help through fear of being judged or disciplined. This has long-term implications on the individual and the organisation. Early intervention prevents things from escalating and breaking down barriers to support is worth the time and investment to hold onto valued people. Robust protections, reasonable adjustments and support at work should benefit everyone. Nobody should be excluded.
However, in lieu of changes to the Equality Act, employers can take positive action. Anything that encourages people to get help early makes a real difference. As such, alcohol should be part of any wellbeing agenda, mirroring the level of support that exists for mental health. Employers should also consider their culture, provide education and training and ensure policies support anyone who may be experiencing issues with alcohol.
Culture must flow top down, with leaders setting an example. This means creating an environment where people feel safe, confident and comfortable seeking help, without fear of judgement or negative impact on their career. Introducing employee assistance programmes and peer support groups, providing resources and running seminars and webinars around alcohol deliver a powerful message that employers are here to help. Line managers should also be trained to spot the signs – in person and remotely – that someone may be struggling. They also need the skills to have difficult conversations in a sensitive non-judgmental way, before confidently signposting people to help and resources.
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Furthermore, a good policy protects both organisation and employee. On alcohol, policies need to emphasise wellbeing, boundaries for behaviour and clear offers of support such as time off to attend appointments. They must assure confidentiality and apply to everyone, all the time. Crucially, policies need communicating correctly so people are confident and comfortable having conversations and seeking help.
Tackling discrimination of any kind creates a fairer society for all. Yet, the system surrounding alcohol in the UK perpetuates a very binary view. One which reinforces stigma, downplays the scale and breadth of alcohol-related harm, and obscures the role of our environment – including laws and regulations – in shaping our attitudes and behaviours toward alcohol.
In the workplace, the deliberate exclusion of alcohol dependence in the Equality Act perpetuates stigma further. Changing this would make it easier for people to seek help, ask for reasonable adjustments at work and receive more inclusive support.
While the government holds the power to amend the Equality Act, forward-thinking employers can play their part now in making sure people struggling with alcohol problems are protected and treated fairly.
Jane Gardiner is head of consultancy and training at Alcohol Change UK
