After-work gatherings or team happy hours that involve alcohol may seem like a great way for colleagues to bond, connect and let loose. But what many leaders fail to realize is just how many of their employees may be in recovery from alcohol addiction.
According to 2023 data, about one in 10 adults in the U.S. struggle with alcohol addiction, yet alcohol is routinely made part of company gatherings that are very often mandatory, or at least highly encouraged. The Centers for Disease Control and Prevention states that “Recovering co-workers may want to avoid alcohol use but might experience social exclusion at work for not participating.” In fact, alcohol is so ingrained in our culture that many organizations have made explicit statements that they hire people based on whether they would like to have a beer with the candidate.
In reality, the ability to have a good time with someone while drinking is far removed from their ability to perform in the workplace or as a leader. And forcing alcohol on employees places them at risk in multiple ways. They may act out of character and risk harming their reputation; they may put themselves and others in danger, for example by drinking and driving; or they might risk their recovery.
Despite the risks, drinking culture continues to be the norm in many organizations, and too often little to no thought or consideration is given to employees who don’t want to drink. Company leadership may assume alcohol is a non-issue because no one has raised their hand to express their discomfort. But there may be a reason for that.
Not everyone in recovery wants to, or feels like they can, be forthcoming about it. There are many reasons why someone may not bring up the fact that they have struggled with alcohol or other substances in the past. Addiction is still heavily stigmatized; people may feel ashamed or fear the judgment of others, especially in the workplace.
The trepidation one might have about disclosing their sobriety is not unwarranted. When someone introduces the fact that they’re in recovery, they risk others seeing them differently. Some supervisors or leaders may get suspicious over things that they’d normally overlook, like a change in mood. “Hey, they’re acting differently at work,” they may say. “Something’s different with this person.” Supervisors and colleagues may start attributing the use of sick days or minor mistakes to a suspected relapse. Can you blame someone in recovery for not wanting to work in an environment mired in suspicion and gossip? That’s why when I hear the leader of an organization say, “I don’t have anyone in recovery here,” I always ask, “Are you sure about that?”
Ideally, everyone would feel safe and comfortable enough to share these things around others.
I encouraged my last job to adopt a “recovery-friendly” workspace, which outlined what substance use looks like, the impact it can have on the workplace, and how supervisors could have a non-punitive, supportive approach. It’s critical to make sure that the employee assistance program is accessible and that employees are aware that their HR department and supervisors would connect them to resources they need.
Of course, it’s perfectly natural for employees to still not want to share everything with leadership. Would you want to talk about your deepest, darkest traumas with your boss? Many people simply won’t want to talk about why they don’t drink, and that should be accepted. In an appropriate setting, employees would ideally feel safe to be able to discuss their concerns or their past struggles with alcohol if they want to, but it’s also important to allow them their space if they don’t want to talk about it.
And when it comes to work events and social hours, we must avoid pressuring someone—either explicitly or implicitly—with questions like, “Why aren’t you drinking?” Further, organizational leaders need to stop making drinking an implicit requirement for fitting into the company culture or getting promoted.
For organizations that want to plan happy hours or other events where alcohol is offered, my advice would be to simply make an effort to take care of those employees who don’t wish to drink. Often, it may be enough to make someone feel comfortable simply by providing an array of non-alcoholic beverages. If you have a lot of alcoholic options—and water is the only alternative—people who don’t drink won’t necessarily feel included. Offering club soda, juice, mocktails or other zero-proof beverages creates a more inclusive and welcoming environment for all employees to gather and socialize.
Another helpful idea is to not make social events mandatory if there will be drinking and they are outside work hours. While encouraging participation in social activities is great for improving workplace communication and culture, forcing someone into an uncomfortable situation that they feel might threaten their sobriety is harmful to the employee, as well as the team. Even if they commit to going to the event, knowing they’re able to leave when they choose can be a huge weight off someone’s shoulders.
The bottom line is to remember to be considerate of your employees or colleagues. There are many different reasons they may not want to drink or be in situations where they could be tempted, and employers need to respect that to create a truly inclusive workplace culture.
