Although alcohol sometimes appeared to be a staple of the British workplace – with after-work drinks and celebrations making the private sector 86% more likely to say there is an expectation to drink at employer events than the public sector – that culture has been changing.

Over the past 10 years, worldwide initiatives like Dry January and Go Sober for October have gained increasing interest annually. In 2013, Dry January saw participation from 4,000 Brits and by 2022 this figure had surged to more than 130,000.

And it is clear why: the beneficial impact of an alcohol-free month on your health and wellbeing, as well as your relationship with alcohol overall. After three to four alcohol-free weeks, individuals sleep better, see a reduction in symptoms such as acid reflux and find their blood pressure starts to reduce.

Reducing alcohol consumption not only benefits your health and overall wellbeing, but it also mitigates the risks associated with drinking at work functions. A poll conducted by the Chartered Management Institute revealed that nearly one-third of participants had observed harassment or inappropriate behaviour at office parties. One case which concluded in 2018 involved a worker who had been dismissed for behaviour that included introducing herself to people that she already knew, mimicking attendees and whispering over one of the speakers. Other studies found that 10% of employees have been disciplined or dismissed because of drunken behaviour at Christmas parties – with the main reason being due to saying something inappropriate to a senior staff member – and a further 8% have felt so embarrassed by their behaviour that it led them to seek another job. The post-Christmas party disciplinary remains all too common.

Although nearly 75% of organisations implement a distinct drug and/or alcohol policy, only a handful provide training to their line managers on these policies and procedures. A mere 12% of employers offer initial training for line managers, while only 25% conduct regular update sessions. By instituting structured safeguarding measures like explicit policies and training regarding expected conduct at work events – as well as the consequences for not adhering to these expectations – the necessity for a complete ban on alcohol at work-related gatherings can usually be avoided.

So, what can employers do to support those participating in Go Sober for October? One of the most important things a business can do when seeking to address a workplace drinking culture is to establish healthy norms and rules. These changes will occur more naturally if those in leadership roles lead by example and, by promoting the benefits of maintaining a healthy relationship with alcohol, employers not only remove the stigma around these conversations but also create healthier attitudes around drinking.

Going alcohol-free does not mean that social calendars must suffer. There are many social events that do not necessarily incorporate alcohol, such as escape rooms, pottery painting and bowling. Organising an activity also gives employees something else to do other than drinking, which in turn avoids employees feeling pressured to drink.

It is important that non-drinkers are considered for all social plans throughout the year. There are numerous reasons that employees might abstain from alcohol, including sobriety, rehabilitation from addiction, religion, pregnancy and general wellbeing, which should all be taken into account when planning and organising workplace gatherings. Failing to consider such matters might lead to an employer being faced with discrimination claims.

Ahead of the festive season, we have collated some tips that employers might find helpful in reducing the risk of alcohol-related incidents in the workplace:

• Be clear and transparent: inform employees that alcohol will be served at the event and provide guidance on the expected standards of behaviour at work events, including what is not acceptable.
• Ensure that company policies are up to date to reflect the expected standard at work events, and that they cover issues surrounding alcohol. It is important to remember that the more you do to mitigate against accidents and injury, the stronger your position if an issue does arise.
• Foster a culture where employees are empowered to intervene where they see a colleague's behaviour is, or is heading towards, falling below the standard expected.
• Supervise staff: have a designated member of senior management attend to (discretely) supervise employees and to step in if an employee has had too much.
• Cater for non-drinkers: consider offering a range of interesting alcohol-free beers and spirits, and mocktails. Ensure water is freely available.
• Safety at the end of the night: while employers are not obliged to provide transport at the end of the event, there is the potential for claims to arise if an employee under the influence is involved in an accident on their way home. It can be beneficial to provide or assist employees in arranging transport home.
• Keep a paper trail: prepare and retain copies of all training offered to employees on alcohol and standards of conduct and any risk assessments undertaken, in case anything goes wrong.

With Christmas coming up, it would be wise to start considering your strategy for dealing with alcohol at staff parties in advance.