What is this document?
INDG240 is HSE guidance that helps employers understand the risks of alcohol at work and take practical steps to manage them. The document explains how alcohol misuse affects safety and productivity, and provides advice on developing a workplace alcohol policy.
While drinking alcohol is a personal choice, employers have a legal duty to ensure the health and safety of their employees. This guidance helps you meet that duty when alcohol might affect work performance or safety.
Who needs to read this?
- Employers and business owners of any size
- HR managers developing workplace policies
- Health and safety managers assessing fitness for work
- Line managers who may need to deal with alcohol-related issues
- Those in safety-critical industries such as construction, transport, or manufacturing
- Anyone employing drivers or machine operators
Key points covered
The scale of the problem
Alcohol misuse costs UK businesses billions each year through:
- Increased absence and sickness
- Reduced productivity
- Poor decision-making
- Accidents and injuries
- Strained working relationships
Safety risks
Workers under the influence of alcohol are more likely to:
- Make mistakes and errors of judgement
- Have slower reaction times
- Take unnecessary risks
- Cause accidents that injure themselves or others
Even drinking the night before can affect next-day performance. Residual alcohol can impair concentration and coordination.
Your legal duties
Under the Health and Safety at Work etc Act 1974, employers must ensure the health, safety, and welfare of employees so far as is reasonably practicable. This includes taking reasonable steps to ensure workers are not impaired by alcohol.
Employees also have duties not to put themselves or others at risk.
Developing an alcohol policy
An effective workplace alcohol policy should:
- Be clear about what is acceptable and what is not
- Apply to everyone, including managers
- Explain the consequences of breaking the rules
- Offer support to those with alcohol problems
- Be communicated to all staff
How this applies to you
Consider whether alcohol could pose a risk in your workplace. Think about:
- Safety-critical work — driving, operating machinery, working at height
- Client-facing roles — where impairment could damage your reputation
- Mental demands — roles requiring concentration and good judgement
For many businesses, a simple policy stating that employees should not be under the influence of alcohol during working hours is sufficient. For higher-risk workplaces, you may need more robust measures including testing.
Be prepared to handle situations where you suspect someone is under the influence. Have a clear procedure that prioritises safety while treating the individual fairly.
Consider offering support to employees who may have alcohol problems. Early intervention can prevent safety incidents and help retain valuable staff.
For more guidance on managing workplace safety, see our workplace safety topic guide. You may also find our guidance on employer safety duties helpful.
Read the official document: INDG240 on HSE website
Disclaimer: This summary is for general information only. Always refer to the official HSE publication for authoritative guidance. For advice on specific alcohol-related situations, seek appropriate HR or legal support.