Challenge for companies and employees

Over the past 10 years, the number of alcoholics in the workplace has increased by 32%. This is the result of a study by the KKH (Kaufmännische Krankenkasse Hannover) in 2022. According to the DHS (German Addiction Center), 5% of employees are dependent on alcohol. For managers the percentage reaches up to 10%. This means that, with 45.5 million employees in Germany in 2022, approximately 2.28 million employees will be dependent on alcohol. According to expert estimates, every year around 20,000 people die prematurely due to alcohol consumption.
A frighteningly high number with a likely high number of unreported cases.

In addition to the obvious negative effects on the individual, this also creates some problems for the employer. The cost of alcohol addiction in the workplace is estimated to be in the billions. These costs arise from alcohol-related workplace injuries, treatment and lost productivity, and days of absence.
The number of days of absence among alcohol-dependent employees increases every year; in 2022 they will have 16 times higher absenteeism than non-ill employees. Furthermore, they only perform about 75% of the required job performance.

Definition of alcohol addiction – When is one actually considered an alcoholic?

The WHO (World Health Organization) has a clear definition of risky alcohol consumption. For men, this is 24 grams of pure alcohol more than five days a week, which corresponds to approximately 0.5 liters of beer, a glass of wine or a glass of sparkling wine every day. For women, the limit for risky alcohol consumption is only half, or 12 grams. The reason for this is that women have a harder time breaking down alcohol, partly due to a lack of liver enzymes.

A person is considered an alcoholic if at least three of the following criteria are met in the context of alcohol consumption:

1. Longing – a strong need to drink alcohol
2. Loss of control
3. Physical withdrawal syndrome after stopping consumption – this includes, for example, tremor
4. Development of tolerance – Ever-increasing consumption has less and less effect
5. neglect other interests to the point of neglecting them
6. Continuous consumption despite clear evidence of negative physical, psychological or social consequences, including, for example, drinking at inappropriate times or without regard to social consequences

Legal basis for employers – What do you have to consider?

There is no specific ban on employees consuming alcohol during working hours. However, there are guidelines by which alcohol in the workplace can be addressed. Article 611 of the German Civil Code (BGB) states that employees make their work available to the company. If this worker is impaired by consuming alcohol in the workplace, this is a violation of the law.

From an insurance point of view, the employer is also required to send home employees under the influence of alcohol. However, the person must not be left to his own devices; return home must be guaranteed.

Reasons for alcohol addiction – What can cause an addiction?

Alcohol addiction can have different and complex reasons; genetic, psychological and social. There are also some factors in the work environment that can increase the risk of alcohol abuse.

According to experts, employees are particularly at risk of developing alcohol dependence:

• I am Night or on-call servicesince here the day-night rhythm is interrupted
• with constant contact with alcohol in the workplace, for example in the catering sector
• die constant under or too demanding suffer at work

Of course, this doesn’t mean that employees in other work environments can’t also be addicted to alcohol. There are some signs that every employer, every manager and every colleague should pay attention to.

Signs of alcohol addiction at work – How can colleagues and superiors recognize an affected employee?

Alcohol addiction is a gradual process and the cliché of the unemployed

Alcoholics are now obsolete. Many of those affected hide their addiction for years and appear to the outside world as functioning members of society for a long time.

Inhibition in asking for help and fear of being fired often cause those affected not to seek help. According to experience reports, many dry alcoholics wish that someone had approached them (more) actively. Both superiors and colleagues must hold themselves accountable.

There are several signs that can indicate an addiction:

• Frequent absences on Mondays
• Sudden disappearances and reappearances at work – Alcohol can be consumed secretly, for example in the bathroom
• Always leave on time – the need to “refuel” cannot be suppressed for longer than is absolutely necessary
• Sudden change of character – Affected people often become unusually talkative, quiet, or easily irritable
• The smell – You may smell a so-called “alcohol plume” or the person uses an unusual amount of perfume/deodorant to mask the odor
• Changed appearance

Basically you should always pay attention to noticeable and lasting changes in the usual behavior of your colleagues and employees.

Possible measures – What can you do if you become addicted to alcohol at work? suspected?

If you think you are experiencing symptoms of an alcohol problem in your employees or yourself, there are several steps you should take.

The most important thing is to actively address the topic. Many larger companies have a company doctor, addiction counselor, or pastor you can confide in. These can refer alcoholics to counseling centers or clinics. Managers should also be informed.

It is important that interested parties know that dismissal is only possible for failure to carry out the work. However, if you admit you have an addiction, the help system kicks in and you are protected from being fired. Alcohol addiction has been recognized as a disease since 1968, so “disease protection” protects you from losing your job. Furthermore, health insurance and pension insurance companies are obliged to pay for withdrawal therapies. So it is always advisable to confide in someone.

If you observe symptoms in others, it is of the utmost importance to broach the subject as soon and as sensitively as possible. You should

• Avoid “you” messages.
• Express personal concerns
• Give a metaphorical helping hand to the other person
• Avoid threats or “back yourself into a corner.”

For example, you might say something like «Hey xyz. Let’s talk privately. I have a feeling you haven’t been feeling well lately. I’d like to support you. Is there anything I can do for you? Is there anything you want to say?»

If an alcohol problem is admitted to or addressed by those affected, every company should have an addiction service agreement and step-by-step plan.
Clarifying interviews should be held, the person should be assisted and referred to an appropriate structure.

Alcoholics also need a strong and understanding support system in a professional environment. Depending on the situation, detox therapy, a self-help group, psychological treatment or counseling may make sense.

If the person suspected of alcohol addiction reacts very negatively or angry and vehemently denies the symptoms, this could also indicate a problem. In this case, leaders and staff should always have clarifying discussions and offer support.

Prevention – what can companies do to prevent addictions?

In addition to a useful program to address identified addictions, prevention measures are at least as important.

Every company should provide regular and mandatory training to all employees, including managers, on how to manage alcohol.

Some companies establish a general ban on alcohol, so there is no beer after work or champagne/champagne at parties during working hours, etc. This also helps dry alcoholics in the company by minimizing “temptations”.

In any case there should be company contacts in the addiction sector and, if possible, information material on the topic.

Furthermore, companies should minimize health-damaging and stress-inducing factors for employees, such as overwork or constant night shifts. To this end, some workforce management software such as WFM One allows for so-called “ergonomic shift planning” to reduce stress in daily work.

Conclusion

Ultimately, to prevent and treat alcohol-related problems in the workplace, it is important that everyone involved is aware of the problem.

Alcohol addiction is becoming more and more common in the workplace and is therefore becoming increasingly relevant. It is a treatable disease that requires support for those affected. It must not be reduced to a taboo topic, because the best measure against undetected alcohol addiction is open communication with those affected.