Alcohol at work: What do you need to consider for your policy?

In this episode of the podcast I respond to a listener question raised about the risks of allowing alcohol consumption during lunch breaks and whilst at work.

In this episode I will cover:

  • When an absolute ban on alcohol may be necessary.
  • How to set parameters around alcohol levels.
  • What to consider if you allow drinking during work time.
  • A couple of cases where alcohol in the workplace was involved, including two cases about the employer’s liability for personal injury caused by intoxicated members of staff.
  • Guidance on shaping your own alcohol policy.

The coronavirus & the workplace

In this episode I also mention briefly the coronavirus and what you need to consider if you are sending an employee home who may have been exposed or is at risk of having been exposed to the coronavirus.

Action Points

  1. If you don’t already have a policy consider putting one in place.
  2. Assess if there is high risk in your business if there is any alcohol or intoxication. How will you measure it if there is?
  3. Read my colleague Albert Bargery’s article on the coronavirus advice for employers: HERE
  4. If in doubt seek advice.

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

Photo by Hans Vivek on Unsplash

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

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The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

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