Category: HR

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Navigating Alcohol Conversations in the Workplace


Addressing sensitive topics like alcohol consumption with employees requires empathy, understanding, and clear communication. This post explores the importance of an open dialogue surrounding alcohol use in the workplace, guiding managers to approach conversations tactfully and supportively:

  1. Recognising the Role of Employers:
    Managers play a crucial role in fostering a supportive workplace culture. Acknowledging the impact of alcohol misuse on peoples’ wellbeing and work performance is the first step towards creating an environment where employees feel safe discussing such matters.
  2. Understanding the Signs and Impact of Alcohol Misuse:
    Being aware of signs indicating alcohol-related issues and understanding their impact on productivity, absenteeism, and overall wellbeing is vital. This knowledge enables employers to intervene appropriately and offer support. The first warnings signs you could notice are some (or all) of the following:
    • increasingly being late to work or absent, particularly following a pattern… Fridays or Mondays for example.
    • preoccupied and not able to focus
    • erratic behaviours such as speaking loudly and excessive laughing
    • arriving at work or returning after lunch smell of alcohol
    • neglecting appearance
    • excessive use of chewing gum/mouthwash
    • noticeable shaking/tremoring
    • a change in personality, perhaps more anxious, depressed or lacking in self-esteem.
  3. Approaching the Conversation:
    As a manager, it may feel daunting having to approach a person who you suspect may have a problem with alcohol, however, it’s essential to deal with the situation promptly, and book a meeting as soon as possible. It’s okay to have someone with you for reassurance, but no more than one to avoid the person feeling victimised. Prepare beforehand, gathering evidence and also resources that could support the person going forward.
  4. Things to keep in mind during the conversation:
    • Expect that the person may become defensive or even angry, and be in denial about the issue
    • Open the meeting with a supportive comment. “Are you ok?” or, “How are you? I’m a bit worried about you.” helps set the tone of support rather than challenge.
    • Present the facts, for example, “we smelt alcohol on your breath when you returned from lunch”, and show the impact that alcohol is having or may have on their work, and on their colleagues
    • Recommend that the person seeks help from a GP, and also provide resources such as counselling services, Employee Assistance Programs (EAPs), or information about local support groups. This support demonstrates a commitment to helping employees overcome challenges related to alcohol use
    • Discuss any adjustments that could be made to support the person in the workplace
    • Above all, the focus should be concern for the employee’s wellbeing, emphasising support, empathy, confidentiality and a non-judgmental approach to encourage openness


Conversations about alcohol use in the workplace require sensitivity and empathy. Whilst employers and managers may feel full responsibility for the employee’s wellbeing, it’s important to remember that the person also needs to acknowledge and face up to their problem, and the role of the manager is to support them, alongside specialist help to take the first steps in their road to recovery.

If you’d like more advice or support on how to have sensitive or difficult conversations with people in the workplace, please drop us a note here today and we’ll set up an initial chat.

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Breaking Barriers: Encouraging Workplace Inclusion for People with Disabilities

Being an inclusive employer means creating a workplace where every person feels equally valued and respected for their unique skills and abilities, regardless of their background or identity. This includes attracting and welcoming people with disabilities.

The number of people living with disabilities or long-term health issues, who are not working, is staggering. With approximately 7.7 million people of working age [1] making up this group, it’s incredible that roughly only half of them currently employed. This untapped resource of potential talent represents a missed opportunity for businesses to benefit from the unique perspectives and skills that these people can bring to the table.

There are many reasons why people with disabilities or long-term health issues may struggle to gain employment. Sometimes the employee feels they may be a burden, and sometimes there is as a lack of understanding on behalf of the employer. It’s common for many employers, particularly smaller, or medium sized businesses, to have a lack of clarity around what accommodations in the workplace can be made or are appropriate.

Here are some steps you can take to be an inclusive employer and attract people with disabilities:

  1. Educate yourself and your staff on disability issues: This includes learning about disability etiquette, accessibility, and adjustments. Line managers that embrace the importance of building a culture of inclusivity and fully understand the role they play are key, as they will be the ones managing, supporting, and developing employees day-to-day.
  2. Make your workplace accessible: This includes physical accessibility, such as wheelchair ramps and accessible bathrooms, as well as digital accessibility, such as accessible websites and technologies.
  3. Making reasonable adjustments: The Equality Act places a duty on employers to make reasonable adjustments for employees with disabilities. This means that if there are any aspects of a job or workplace that put a disabled employee at a disadvantage, the employer must take steps to address them. Failure to do so can lead to legal repercussions. Some examples might include providing specialised equipment or software, modifying work hours, or altering work duties to better suit the employee’s needs. It’s important to address reasonable adjustments on an individual basis, and not assume that one person’s needs will be the same as those of another with the same condition.
  4. Become a part of the Disability Confident Scheme: This will give you access to support in recruiting, supporting, and retaining people with disabilities, as well as recognition that you are committed to inclusion and diversity, which can be used when advertising for job vacancies.
  5. Consider any barriers before recruiting for a role: It may be necessary to make adjustments at every stage of the process to ensure that all candidates have an equal opportunity to demonstrate their skills and qualifications. By proactively addressing any potential barriers and making necessary adjustments, you can create a more inclusive and fair recruitment process for all candidates.
  6. Recruit from disability networks: Reach out to disability networks and organisations to recruit job candidates with disabilities. This could include job fairs or online job boards specifically for people with disabilities, for example, Evenbreak.
  7. Use inclusive language in job postings: Use inclusive language in your job postings to attract a diverse pool of candidates, avoiding language that could be seen as exclusionary or discriminatory.

Despite facing challenges, individuals with disabilities offer distinctive perspectives and skills in the workplace. They demonstrate remarkable adaptability, creative problem-solving abilities, and provide fresh approaches to business challenges.

By creating an inclusive and accommodating workplace, employers can attract a diverse range of skilled workers and promote a culture of respect and fairness. Remember that being an inclusive employer is an ongoing process, and it requires ongoing education and effort.

If you’d like more advice, or support to recruit from a a broader pool of talent, please drop us a note here today and we’ll set up an initial chat.

[1] https://assets.publishing.service.gov.uk/media/5fbe437b8fa8f559e0e5cc61/disability-confident-line-managers-guide.pdf

 

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It’s okay to disagree

“Peace is not the absence of conflict, but the ability to cope with it” Mahatma Gandhi

This week is World Wellbeing at Work Week. 

With many of us spending much of our week working, the environment and relationships within the workplace can have a huge impact on our wellbeing. If we’re lucky, this is mostly positive, however, conflicts can arise due to personality differences, failures in communication, or simple misunderstandings. These can lead to people feeling stressed or even bullied.  

When left unchecked, these conflicts have the potential to escalate and negatively impact the productivity and wellbeing of those involved. In this post, we’ll share some tips, techniques, and strategies for addressing conflicts in the workplace helping to create a sound and peaceful work environment. 

  1. Develop and Communicate Clear Policies and Procedures: 

Having a clear Dignity at Work policy in place which is communicated regularly to employees will raise awareness of the behaviours that are expected, and those which will not be tolerated. This sets the clear expectation of an environment that embraces respect for one another.

  1. Know Your team and Encourage Open Communication: 

By understanding your team, you’ll better appreciate any personal challenges that may be impacting them and identify potential disagreements. Promote open communication and be approachable as a line manager to ensure that your teams feel comfortable sharing their concerns without fear of reprisal. 

  1. Intervene Early and Quickly: 

Be alert to any signs of potential tensions and challenge any unfair treatment. Take prompt action to facilitate the resolution of conflicts in a positive and proactive way. Create a safe space for discussion, listening objectively to all parties, and showing empathy, which will encourage employees to be open about any problems and help identify the root of the issue.  

Bringing the people involved together in a facilitated meeting can help them find common ground and encourage them to find a way forward. Prevention is better than cure, so tackling low-level tension at the first sign of conflict can avoid something bigger needing to be dealt with later. 

  1. Follow-up: 

It’s important to check-in regularly afterwards to gauge how the parties are, and to ensure the issue has been resolved.

  1. Be a Role Model 

One of the most effective ways to manage conflict in the workplace is to lead by example. Be aware of how you interact with your employees and model the kind of behaviours you would like to see. Ensure that you are respectful, approachable, and consistent in your interactions with others and are demonstrating the values of the business. By doing so, you can set a positive example for others to follow.

Whilst the aim is always to resolve any kind of conflict early and informally, occasionally, a more formal approach will be necessary, and it’s important to recognise at what point this is, and to seek help to navigate the process when needed.   

“The number one goal in resolving conflict is to make sure both sides maintain their self-esteem. Resolving conflict is rarely about who is right. It is about acknowledging and appreciating differences” Thomas Crum

At Kestrel HR, we can provide you with the guidance, tools and support on this and all your other people issues, so contact us today for a complimentary, no obligation conversation. 

Thanks for reading! 

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An independent HR consultant can help your business achieve its goals and objectives by providing professional, personal and world class HR services. If you’re interested in learning more, contact Kestrel today for a free, no obligation conversation.