Alcoholism is a disease that can seriously affect functioning in the workplace – both for the addicted person and the entire team. An intoxicated employee becomes less effective, makes more mistakes and can pose a threat. However, confronting the problem is often difficult – for both co-workers and superiors. So how can you approach the situation professionally and effectively?
Recognizing the problem – what to look for?
Alcohol addiction is not always obvious. Sometimes it develops over years, and the symptoms gradually worsen. The most common signs of a problem include:
- Frequent absences and lateness – especially after weekends or payday,
- Sudden mood swings, irritability, difficulty concentrating,
- Deterioration in the quality of work, more frequent errors, decreased engagement,
- Neglect of appearance, absent-mindedness, hiding from superiors,
- Disturbing smells – alcohol on your breath, strong perfumes or mints used in excess.
How to react?
1. Documenting the problem
If you suspect that an employee has a drinking problem, it is necessary to gather specific evidence. It is worth noting cases of lateness, absences or errors resulting from intoxication - this will facilitate later conversation and possible personnel decisions.
2. Avoiding confrontation while drunk
If an employee is under the influence of alcohol, it is not worth having a substantive conversation with them. In such a case, it is necessary to immediately remove them from their duties - preferably in the presence of a witness - and call the person responsible (e.g. supervisor, HR department).
3. Professional conversation
The key moment is a conversation with the employee, which is best done calmly, in neutral conditions. As a specialist, I recommend clear but empathetic communication:
✅ Facts, not accusations – instead of saying “You are an alcoholic”, it is better to point out specific situations: “I noticed that in the last month you were late for work three times and had problems concentrating.”
✅ Proposed solution – if the company offers support, it is worth informing about it, e.g. about the possibility of therapy or consultation with a specialist.
✅ Consequences – if the situation repeats itself, the consequences must be clearly defined (e.g. warning, possibility of dismissal).
4. Cooperation with the HR department and specialists
In cases of chronic addiction, expert support is essential. Addiction therapy can help an employee regain control over their life and avoid professional consequences. It is also worth considering working with a psychologist or psychiatrist who will assess the level of addiction and advise on further steps.
5. Making personnel decisions
If the employee shows no willingness to change and continues to show up to work under the influence of alcohol, more drastic measures may be necessary, including termination. The employer has the right to protect the safety and effectiveness of the team, so disciplinary action is necessary in extreme cases.
Can an employer refer an employee for treatment?
In Poland, an employer cannot force an employee to undergo addiction treatment, but can refer them for sobriety tests and introduce support programs in the company. It is important that the approach to the problem is professional and in accordance with applicable labor law.
Alcoholism in the Workplace – a Problem That Can Be Solved
Addiction does not mean that an employee must be fired – the key is to quickly recognize the problem and take appropriate action. Appropriate dealing with an alcoholic at work requires understanding, empathy, and a specific response. Alcoholism is a disease that can be treated, but it requires a conscious decision by the employee himself and appropriate support from the environment.
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