Dealing with the effects of the morning after the night before

A survey reveals that every day 520,000 people in the UK go to work with a hangover. What should employers do to manage the problem?

With the World Cup in full swing (and Wimbledon looming), employers may find themselves having to juggle work schedules with a depleted or impaired workface. There may be an increase in flexible working and holiday requests, or employers might allow staff to view matches at work. But another consequence of summertime social events is the impact on performance in the workplace of a bout of excessive drinking the day before.

The charity Drinkaware recently conducted a survey revealing that every day, 520,000 people in the UK go to work with a hangover. What should employers do to manage the problem?

Fit for purpose

Most employers already have policies and procedures in place to allow them to manage employee performance and absence effectively. But these policies may not cover managing employees who attend work when they are not fit to do so because of excessive drinking.

Employers have the right to expect that employees are fit for work, and most contracts of employment will make this clear. Many employers will incorporate an express statement that employees should not be under the influence of alcohol when at work. Employees may well regard a hangover as being outside the scope of such policies, but clearly the outcome is the same, because the ability to perform work could be adversely affected. Employers may want to spell this out to employees.

Gross misconduct

For certain jobs, such as those involving driving or operating machinery, being under the influence of alcohol could be gross misconduct, and may also constitute a criminal offence. Employers should have specific alcohol policies in place where health and safety is critical or where an employee’s impaired judgment could lead to grave risks. Alcohol policies should allow the employer to take actions such as testing to check whether employees are under the influence and to take appropriate disciplinary measures if necessary. Employees may perceive such policies to be intrusive, but for certain situations they are essential.

Duty of care

An employee suffering from a hangover may suggest that symptoms such as nausea and headaches are for some other medical reason unrelated to alcohol. But employers have a duty of care to provide a safe working environment and employees suffering from hangovers may pose a risk through disruptive behaviour or impaired performance. An employer who thinks such risks exist is entitled to act accordingly and, if necessary, suspend those concerned and permit them to return only when they are fit to work. The employer should then use its disciplinary procedure to deal with the incident that prompted the suspension.

Employees do have to be responsible about their drinking habits during the working week and ensure they do not allow their social lives to affect their ability to do their job. Employers seeing poor workplace performance as a result of excessive drinking could consider instituting a proactive health campaign to encourage staff to moderate their behaviour.

Source People Management