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How to deal with alcoholism in the workplace

Published on

Nov 4th, 2025

Reviewed on

Nov 4th, 2025

Updated on

Nov 5th, 2025

Written by

Talkspace

Reviewed by

Laura Magnuson, MA, MS, LAMFT, VP of Clinical Engagement

Alcohol misuse can impact families, personal relationships, coworkers, job performance, and overall workplace culture. It can even threaten job safety. Research shows that lost productivity, increased absenteeism, and other alcohol-related concerns cost organizations between $33 and $68 billion each year. If you suspect a team member or employee is abusing alcohol, you can help.

The most important thing to remember is that alcohol use disorder (AUD) is a legitimate health condition—not a moral failing. Addressing alcoholism in the workplace requires empathy and care. A thoughtful, proactive approach will go a long way in helping someone get the support they need.

In this guide, we’re looking at how alcohol use disorder might show up at work, what warning signs you should look for, and the best way to approach a struggling employee. When the right systems and mindset are in place, you can build a workplace environment where employees feel safe asking for help with alcohol use or any other mental health challenge.

Signs of an employee with an alcohol problem

Spotting the signs early on allows you to step in before things escalate. Changes can occur gradually, or you may notice a sudden shift in an employee’s performance or behavior. There are a few patterns that suggest an employee’s drinking or drug use is starting to affect their work.

Behavioral signs

Frequent absences: An uptick in unplanned sick days, unusually long lunches, or increased “personal appointments” may indicate that something deeper is happening.
Tardiness: An employee who’s repeatedly late without a valid reason may be dealing with a personal issue, such as alcohol misuse.
Mood swings: While work stress is common these days, increased irritability, withdrawn behavior, and sudden changes in attitude are all clues of substance misuse.
Unexplained disappearances during work hours: Take note when an employee leaves without notifying you or becomes increasingly unavailable during meetings.
Strained coworker relationships: Rising tension or conflict between employees, especially if it wasn’t there previously, might signal a problem.

Performance indicators

A decline in productivity: Notice if tasks are taking longer than usual or responsibilities are falling through the cracks.
Missed deadlines: Patience is important, but consistently missing deadlines means it’s time for a conversation.
Careless mistakes: Like with other forms of substance use, alcohol use disorder can cause errors that seem out of character. Watch for work that appears rushed or has more mistakes than usual.
Poor decision-making: Pay attention if someone starts making careless decisions that seem out of character.

Physical red flags

The smell of alcohol: Smelling alcohol on an employee during conversations, meetings, or after lunch breaks can be a telltale sign that they have been drinking recently or don’t have a handle on their alcohol consumption.
Slurred speech: Alcohol consumption can lead to slurred speech. Impaired employees may also struggle to articulate their thoughts or keep up with discussions.
Bloodshot eyes: Excessive alcohol consumption can cause red or watery eyes.
Tremors: Shaking hands and difficulty with fine motor skills are classic signs of alcohol misuse.
Poor hygiene: Extreme alcohol use can cause an employee to neglect personal care habits.

“One of the biggest indicators of concern is when employees are no longer able to function in a way to complete daily tasks.”
_{- Laura Magnuson, MA, MS, LAMFT, VP of Clinical Engagement}

Remember that one sign alone doesn’t automatically mean alcoholism, but it’s important to pay attention to developing patterns to identify the side effects of alcoholism. Even if your concern feels valid, avoid assumptions. Keep detailed notes on what you’ve observed so you have a record to guide your next steps with HR or leadership support.

How employers should deal with alcoholic employees

If you’ve uncovered patterns or recurring problems linked to drugs or alcohol in the workplace, it’s normal to wonder what to do, especially if you’ve never dealt with something like this before. Educating yourself now means you’ll be ready to deal with it when and if a situation occurs—and chances are, it will happen at some point. Studies estimate that up to 9% of the working population drinks heavily, and most binge drinkers are full-time or part-time employees.

There are some effective ways to handle the situation with professionalism and compassion. The goal is simple: ensure that every employee has access to the help they need while maintaining a safe environment.

Document behaviors objectively

It’s critical to track specific incidents. Take careful notes about what occurred, when and where it happened, and how it impacted performance or safety in the workplace. Be sure to use observable facts, not opinions, and don’t guess about the cause or explanation for an employee’s behavior. Facts help you have a meaningful, non-biased conversation if you need to address anything with your legal or HR departments.

Example: “Missed project deadline on July 12,” or “Arrived 30+ minutes late on the following four dates this month…”

Engage HR before conversations

It’s important to bring your HR team or employee relations representative up to speed as soon as possible. Share any concerns you have about suspected drug, alcohol, or other substance use. This ensures you’re following all legal obligations and company policy. Following ADA guidelines reduces the risk of an employee making any credible future discrimination claims against you.

Approach the conversation carefully

How you approach your first conversation with an employee often predicts the outcome. Set a private meeting and start with an empathetic tone. Make sure you’re using non-accusatory language and that you stick to the facts you’ve observed. It’s okay to express concern about their well-being, rather than solely focusing on productivity or output.

Give employees space and time to respond to your concerns or to provide context for what they’re going through. Remember that you’re not trying to diagnose anything, and this is your first opening for honest communication.

Example: “I’ve noticed you’ve been late several times over the last few weeks,” or “You’ve missed the last two deadlines, and I’m concerned.”

Offer resources like Employee Assistance Programs (EAPs)

If your company has an Employee Assistance Program (EAP), make sure employees are aware of available resources. Reassure them that EAPs are confidential and designed to connect them to essential services, like counseling and substance use treatment. They also often provide referrals to other services that might benefit an employee with an alcohol problem.

It’s important to share this information to destigmatize the need for help. It helps employees feel supported, rather than worrying that they’re being punished.

Set clear expectations for job performance

Empathy is vital in these situations, but you also want to clarify expectations regarding attendance, performance standards, safety, and any other concerns you have surrounding an employee’s drinking, especially if certain behaviors or side effects have impacted workflow.

Clearly outline the next steps, including any necessary accommodations or required documentation. Track all interactions with an employee and consult your HR team if you reach the “last chance” point or a “Return-to-Work” agreement is appropriate.

Note: While substance use disorders are protected under the Americans with Disabilities Act (ADA), drinking on the job is not. By working closely with HR, you can avoid missteps and ensure that your process and policies are fair and compliant.

Supporting employees with alcoholism

Creating a work environment that supports employees while holding them accountable is important. If an employee feels safe, they’re more likely to seek help rather than try to hide their condition.

Knowing how to deal with an alcoholic employee effectively benefits both the individual and your organization. You can implement some or all organizational strategies below.

Employee Assistance Programs (EAPs): EAPs offer confidential, low-cost, or no-cost counseling, support, and referrals to employees and their families. They can be vital for employees who are ready to address the issues related to their alcoholism and work. The benefits of EAP go far beyond supporting employees with alcohol use disorder.
Rehabilitation and flexibility: Healing takes time. Make sure that employees understand they can use personal time off as needed to fully participate in treatment programs and return when they need to their jobs. Flexible scheduling, medical leave, and return-to-work plans can help reduce stress and often make a significant difference between successful and unsuccessful treatment outcomes.
Workplace culture: Leadership plays an essential role in fostering openness, empathy, and reduced stigma when dealing with an alcoholic employee.
Offer support without overstepping: Managers and leadership should follow up regularly and acknowledge the progress an employee makes. Be sure to respect boundaries and privacy, though. The goal isn’t to become a confidant or therapist—it’s to be seen as a supportive leader who prioritizes integrating mental health support into the workplace environment.

“Managers can support employees by giving resources and following up without getting into the reasons for use or turning into a counselor.”
_{- Laura Magnuson, MA, MS, LAMFT, VP of Clinical Engagement}

Encouraging healthier workplaces with professional support

Creating a healthy, safe workplace starts with a few foundational steps: recognize patterns, use empathy when interacting with struggling employees, offer tangible and effective resources, and implement clear policies around drugs and alcohol in the workplace. When employees feel valued as people rather than just defined by their roles, they’re more likely to participate in the recovery process.

Access to professional mental healthcare, such as therapy or counseling, enables employees to recover without worrying about the risk to their careers or livelihoods. When employee mental health support is easily accessible through in-person or online options, it empowers employees to take control of their recovery.

Talkspace makes it easier for employers to provide therapy to their employees, ensuring they have the support they need. Partnering with Talkspace means you can eliminate waiting lists, reduce stigma, and ensure help is available to every employee—without requiring additional time off work.

When you prioritize mental healthcare and create environments that foster recovery, everyone benefits. If you’re ready to see how our online therapy for businesses can fit into your overall employee well-being strategy, request a demo from Talkspace today. We’ll support your team while strengthening your culture and helping your workplace become a more inclusive, healthy, and engaged environment.

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