In my experience of talking with thousands of high-functioning people with alcohol issues, most are highly reluctant to disclose it, and won't even discuss it with their doctor. None feel comfortable sharing it with their employer. As one client said: “I wouldn’t want any employer to know my previous drinking habits.”
So, what is the solution to supporting people in this position, when we might not even know who they are? There are practical steps that every organisation can take.
Read more: HR guide to dealing with workplace substance abuse
Start with language
Words matter. Terms like 'alcoholic', or treating drinking problems as a sign of weakness, immediately create barriers to support. Language such as 'person looking to drink less' might seem like a small change, but it signals a massive shift in understanding, and it encourages people to seek help early.
Educate
Educating leaders and managers in understanding the stereotype of an alcoholic is outdated; many people who struggle with drinking are in fact high-functioning. Instead, educate managers to treat alcohol dependency like any other health condition. This creates understanding and helps to remove the stigma.
Read more: More support needed for employees with drug and alcohol misuse
Signpost support
Make support visible without making it heavy. Rather than being buried in an employee assistance handbook, make information about alcohol support as visible as your pension scheme details, or any other kind of health support.
Share from the top
Change the narrative through real-life examples. Is there a senior leader who has struggled with alcohol and is willing to share their story? This is a very powerful way of removing stigma. If you don't have an example internally, partner with an expert who is willing to share their story.
Clear policy development and communication
Establish and communicate an alcohol policy that emphasises support over punishment. Explicitly outline the confidential resources and assistance available, and detail the specific steps that employees can take to seek help. You should also ensure the policy emphasises job security for those who voluntarily seek assistance.
Read more: Why educating your workforce about alcohol matters
Employees need to know exactly what happens when they ask for help. Create a simple flowchart showing the support journey, emphasising that seeking help early is actively encouraged and celebrated. Make it clear that treatment time is treated the same as any other medical appointment.
Align the culture
Work events should never feel like a choice between drinking or being left out. Start by making non-alcoholic options the norm, not an afterthought. This means sophisticated alcohol-free cocktails and plenty of options for those who choose not to drink. Train event organisers and managers to always order and serve the non-alcoholic options first, rather than defaulting to 'wine or beer?'
When senior leaders actively choose and are seen enjoying non-alcoholic options, it shifts the whole dynamic. Make events activity-focused rather than drink-focused. And crucially, challenge the subtle pressure tactics that can creep in – comments like "just the one won't hurt" or "don't be boring" – need to be recognised as outdated and inappropriate.
The goal isn't to ban alcohol but to create environments where everyone feels equally valued and included, and alcohol is no longer front and centre of the event.
Confidentiality protocols
This is absolutely critical. Employees will only voluntarily ask for help if they are confident that anything they share will be kept confidential and not included on their records or taken into account when measuring their performance, career progression, and so on.
Comprehensive support
A comprehensive approach takes into account that only a small number of employees who are struggling with alcohol are physically dependent. For those people, medical support is critical but for the remainder, it is a psychological dependency, and the support needs to be tailored accordingly.
By Sandra Parker, a sober coach and founder of Just the Tonic online coaching
