By James Parker, Head of Community Services, The Forward Trust
As workplaces rev up for the Christmas festivities, alcohol problems are expected to worsen.
This year, with continuing cost-of-living pressures and insecurity, things feel even more volatile. The mid-winter can be a bleak period for people with a developing dependency on alcohol.
Polling for The Forward Trust has consistently highlighted that alcohol addiction and dependency is the highest reported addictive behaviour (consistently over 60%) by those who knew someone impacted: a family member, friend, or colleague.
With the festive season upon us, we can’t turn on our TV, read a newspaper, or use social media without being bombarded with adverts for alcoholic drinks.
An increase in social gatherings and office parties can put immense pressure on anyone who wishes to remain sober or cut down their consumption during this time. Often, Christmas can be a tipping point, where people realise that their drinking cannot fall back to pre-Christmas levels.
What can employers do to support sober or sober-curious employees?
It’s important that all employers consider that they may have team members for whom the festive period is challenging. Addiction and dependency are not rare in the UK - 1.6 million people in the UK are estimated to have some level of alcohol dependence.
- Around 20% of adults in the UK regularly drink at levels that increase their risk of ill health.
- The rate for alcohol-related hospital admissions is the highest yet - In 23/24, there were 1,018,986 admissions [England]: 32,301 [Scotland]: 23,490 [Northern Ireland]: 12,236 [Wales], where the primary or secondary diagnosis was an alcohol-related condition.
- There has been "a catastrophic rise" in deaths caused solely by alcohol in the UK over the past four years. In 2023 [the latest available figures] 10,473 deaths from alcohol-specific causes were registered in the UK, the highest number on record.
Simply acknowledging that some people may need support with their drinking would have a significant impact. Regularly signpost staff to the company Employee Wellbeing service if you have one or two other support agencies and support lines.
At company events, ensure that there are non-alcoholic alternatives to avoid excluding those who choose not to drink. The office Christmas party does not need copious amounts of booze - and the Instagram stories the next day might thank you for it!
Get your company behind Dry January and be supportive of employees taking part. If some staff find this too difficult a step, make it ok to ask for help. [Acknowledge that stopping drinking can be dangerous for people dependent on alcohol and steer them to advice on the Taking Action on Addiction website.
The conversation
More and more companies are holding conversations about sobriety and creating a culture of socialising without alcohol, which is a step in the right direction, but we’re only at the start.
The number of people cutting back on alcohol or stopping drinking entirely has been increasing in recent years. The organisation behind Dry January, Alcohol Change say that in the last five years the number of people planning an alcohol-free January has doubled, from 4.2 million in 2019 to 8.5 million in 2024. They discovered a surge of 7 million people who planned to take part in 2025.
However, according to research conducted last year by the charity Drinkaware, people working in the private sector are 86% more likely to say there is an expectation to drink alcohol at employer events than the public sector.
There is still a long way to go!
How can employers support sobriety at work?
Employers can recognise the benefits of supporting sobriety at work in enabling a healthier, more productive, and socially responsible workplace. Dry January is a perfect opportunity to create and launch a workplace alcohol strategy if you don’t have one.
Provide information for employees on sources of support for alcohol-related problems and ensure that managers are trained to support people who are struggling.
Sobriety can be a personal choice or part of a person’s recovery from alcoholism. Employers can make it ok for people to share stories and ask for support.
By opening avenues for well-being communication, employers can strip away the shame that stops people getting help sooner, impacting their career and personal life. Making alcohol – or any form of addiction for that matter – the same as opening up about mental health.
As workplaces gear up for the festivities, bosses tend to show a lot of generosity at this time of year. But rather than putting a few pounds behind the bar at the Christmas party, think of other ways to show gratitude to your workforce. Be inclusive in your workplace, ask staff what type of event they want, and avoid isolating valued employees who choose not to drink.