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Workplace Alcohol Policy | Essential Safety Guidance for Employers

Date 10 Dec, 2020 |
By: Claire Malley

alcohol policyChristmas is a time when most of us eat and drink a little more than we usually would. When having a good time, it can be easy to stay out later than planned and drink more alcohol than usual, not thinking about the consequences if you have to drive or go into work the next morning. With this in mind it’s important that employers have an effective alcohol policy in place especially when workers are expected to drive or operate their machinery as part of their job.

Alcohol Policy | Are you safe to drive?

Although we all know the risks of driving under the influence of alcohol, many under estimate the amount of time it takes for alcohol to pass through the body. Even if you feel OK to drive the next day, you can still be over the drink drive limit.

Effects of alcohol?

alcohol policyAlcohol can seriously affect a person’s judgement and abilities:

  • The brain takes longer to receive messages from the eyes.
  • Processing information becomes more difficult.
  • Slower reaction times.

Those caught drink driving, face a driving ban of at least 12 months, an unlimited fine and a potential six months prison sentence. Those caught twice in 10 years face a minimum three year ban. Those who cause death by careless driving whilst under the influence of drink may face 14 years imprisonment.

Drinkaware Advice

  • Opt for lower strength drinks: 4% ABV or lower beer, switching pints for half pints or opting for single spirit measures rather than doubles.
  • Alternate alcoholic drinks with soft drinks or water.
  • Stop drinking alcohol well before the end of the night so your body has time to process the alcohol before the following morning.

Get an Effective Alcohol Policy in Place

What if employees are required to work the day after a Christmas get together?
alcohol policyEnsure you have instructed all employees who are required to work the day after a Christmas get together about the company alcohol policy and remind them that if they come into work still suffering the effects of alcohol then they could face disciplinary action. For example, someone who is working on machinery should not be working under the influence of alcohol or equally if someone drives for the business they should not be driving.
Employers have a duty of care as far is reasonably practicable to ensure the health, safety and welfare of employees whilst they are at work. If an employer knowingly allows a member of staff who is under the influence of alcohol to work, they could be prosecuted.
If you require help and guidance to produce an effective alcohol policy or other safety policies for your business, get in touch with our Wirehouse Health and Safety Consultants today.

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