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Read more articles in: Amanda Hyam, Blog, Employment Law
1 May 2026
The topic of alcohol in the workplace is sparking heated debate after the Green Party’s Hannah Spencer spoke out against the drinking culture among British MPs.
She raised her concerns about her peers having alcoholic drinks during their breaks and how this consumption was apparent upon their return to the workplace.
All this noise might have gotten employers thinking about what their duties are around managing alcohol in the workplace.
There is no law in the UK that prohibits alcohol consumption at work, but that does not mean employers have no legal obligations.
The Health and Safety at Work etc. Act 1974 states that employers must protect the health, safety and welfare of employees and this includes managing risks linked to alcohol use in the workplace.
Some sectors have even stricter legislation and the Road Traffic Act 1988 and the Transport and Works Act 1992 make it a criminal offence for individuals in safety roles to perform under the influence of alcohol.
Alcohol-related issues at work are not always as visible as people expect. It may be more nuanced than an employee turning up to work clearly intoxicated.
Some concerns can emerge through patterns of behaviour, such as:
It can be even harder to spot these signs in hybrid and remote workplaces and alcohol misuse may be easier to conceal.
Workplace culture also plays a part in alcohol misuse, as social drinking that is deemed networking or team culture can blur the lines between what is acceptable or not.
Managing alcohol in the workplace is not just limited to the four walls of the office and employers’ responsibilities also extend to work social events.
From the second you sign your team up to that networking event or book a staff party, you need to set clear expectations around employee behaviour and responsible drinking.
You might even want to think about removing those factors that could encourage drinking completely.
Not all employees drink alcohol, whether that be for personal or religious reasons and events that centre around this can unintentionally exclude people or create pressure to participate.
Failing to account for personal preferences or beliefs may even count as indirect discrimination under the Equality Act 2010.
Planning a sit-down meal or activity can still bring the same benefits of team building and connecting, just without the added risk of alcohol.
Employers might want to consider setting up a strict alcohol or a zero-tolerance policy for attending work under the influence to reduce these incidents from occurring.
If you have proven that misconduct occurred and choose to dismiss the employee, you must follow a fair dismissal process and support your case with evidence.
A rushed decision or one based on assumptions can put you at risk, especially with unfair dismissal rules becoming stricter.
You also need to consider whether there are any underlying health or personal issues that contributed to the situation.
This is where managers should be trained to handle these matters sensitively and make sure any reporting routes or access to health services your company offers are clear.
If you feel unsure about how to handle the matter, you may want to seek legal advice.
Our team can advise you on including provisions in your employee contracts and handbooks and how to approach the disciplinary or dismissal of an employee compliantly.
If you need further support or advice, get in touch with our Employment Law team.
