Alcohol has become an accepted part of our culture. Many people in Britain drink alcohol, finding it pleasurable and trouble free. A small proportion of the population though do develop problems associated with drinking.

Alcohol misuse impacts on the health, safety and welfare of staff as well as having a significant detrimental affect on the productivity of a business. Problems can arise such as absenteeism, misconduct, poor timekeeping and job performance, as well as added work and stress for colleagues.

"Alcoholism" is recognised by The Service as a serious illness. As such, it qualifies for paid sick leave under the rules specified in The Guide. It is expected that the individual will seek suitable medical help and treatment to overcome their illness. The Service is committed to supporting staff undergoing treatment to overcome their illness and to remain sober.

Repetitive abuse has, not only a harmful effect on the individual themselves, but places an additional burden on colleagues. Work may need to be divided amongst remaining staff and this may cause resentment. Colleagues may feel the need to cover up for someone but ignoring or hiding the problem is not helpful as it can make the problem harder to address in the long term.

Where alcohol misuse is affecting performance or behaviour at work, any office related or organised social events e.g. the Christmas Party, retirement or other work-related celebration, and the individual is unwilling to seek assistance line managers may need to implement the inefficiency or discipline procedures. If this occurs the staff counsellor should be notified, and advice sought from Human Resources and/or the Inspectorate before action is taken.

Refusing help, or dropping out of a recovery programme will not in itself be grounds for disciplinary and/or inefficiency action. However it will be relevant if non-co-operation results in unacceptable behaviour or poor performance and attendance.

There are a number of reasons why a person may have an alcohol related problem. Each individual case will be different and therefore will need to be assessed on its own merits. Managers should obtain advice from Human Resources and the Staff Counsellor.

Under the health and safety regulations an employer has a duty to protect, as far as is reasonably practicable, the health, safety and welfare of employees at work. Alcohol can affect a person’s judgment and co-ordination. Condoning or colluding with problem drinking harms the sufferer, adds to the strain on everyone and can have serious consequences for The Service’s work and reputation. We also have a general obligation to ourselves and to colleagues to safeguard our own health and safety at work.

People who fear they are losing control over their drinking are encouraged to seek medical help. Line Managers, staff within Human Resources, Trade Union representatives, colleagues and Staff Counsellors can all offer valuable help and support. Unfortunately due to the nature of the illness, individuals suffering from alcohol abuse can often find it difficult to ask for help. In fact they may attempt to cover up the problem and vigorously deny it. It is therefore important that managers and colleagues are aware of the signs and know what action to take. Early intervention could stop what is becoming a problem from developing into a serious illness, severely affecting their work and home life.

Staff Counsellors – are able to offer counselling and professional, objective advice. If necessary they can act as a mediator between a line manager and staff member; they can make referrals for further specialist or medical help; they can also help identify additional factors perhaps contributing to the illness and offer advice. The Counsellors are also available to offer advice and support to line managers of staff suffering from drink related problems.

Line managers - can offer support, they are also crucial in assisting returning to work after a period of absence.

Human Resources - are able to assist with advice regarding The Service’s sick absence policy. They can also offer support, in confidence if necessary. Staff within Human Resources can provide guidance to managers on handling performance problems arising from problem drinking and The Inspectorate can provide guidance on handling any associated disciplinary problems such as poor time-keeping and unacceptable behaviour.

This Policy applies to all staff. "At work" includes staff in the office, or on training courses, or on official/detached duty, those with flexible working patterns, temporary, contract or sub-contracted workers.

If you have any queries relating to this notice, please contact Denise Cuff in Human Resources Policy on 0207 291 6853 or, alternatively e-mail Denise.Cuff@insolvency.gsi.gov.uk.

15. The Agency Trade Union Side have been consulted about the contents of this Policy.