Rethinking Workplace Substance Misuse
For many organisations, substance misuse policies are built around a simple principle: test employees, and if they fail, terminate their employment. It’s neat. It’s decisive.…
Workplace Alcohol Wellbeing
Is there a gap in your wellbeing policy?
You are probably already investing in wellbeing initiatives, stress support, and mental health first aid. Good. But there is something that impacts stress, anxiety, absenteeism, and performance more than almost anything else – and you’re probably not talking about it.
Booze.
Alcohol is hitting morale, performance, and your firm’s bottom line.
Shortlisted
Business Book of the Year 2025
Certified
Senior This Naked Mind Coach
Certified
Grey Area Drinking Coach (Jolene Park)
Experience
6 years specialist coaching
In the Media
Tabbin shared her personal experiences in such a humble way, which created a safe forum for all to ask questions freely and without fear of judgement. The conversations continued well after the session and were equally enlightening and valuable for all involved, demonstrating the impact such knowledge can have.
Jan Jago
Executive Manager – Growth and Development, St. James’s Place
Did you know?
More than 30% of white-collar employees are at increased risk of alcohol use disorder – roughly one in three of your people, according to the clinical Audit C metric.
93% of people who have taken time off because of alcohol have lied about the reason. Your HR data almost certainly does not reflect reality.
Most drinkers can function. But they are operating at reduced capacity – from broken sleep, anxiety, and a mental load they have never told anyone about.
You don’t want to be the fun police.
Neither do I. But there is a fear that discussing alcohol turns into a prohibition debate, triggers a complaint, or puts senior leaders – who may be part of the drinking culture themselves – on the defensive.
So it stays off the agenda. And the costs quietly accumulate: absenteeism, performance that never quite reaches its ceiling, culture and conduct incidents.
It is an issue which affects performance, wellbeing, and inclusion. Companies that treat it that way – creating space for people to get support before things reach crisis – consistently see better outcomes.
How it works
The work is bespoke – shaped around your organisation, your sector, and your culture. There is no off-the-shelf workshop. But in practice, an engagement typically follows four stages:
All staff · Low cost per head
Few people · High cost per head
Step 1
Train managers & MH first aiders
Targeted training for the people already in pastoral roles, so they can recognise alcohol-related issues and signpost colleagues to the right support. This is not a company-wide announcement – it is a quiet, practical upgrade to the capability you already have.
Step 2
Educate all staff
Evidence-based awareness sessions about alcohol’s physical, mental, and emotional harms. Delivered face to face or by video, depending on what fits your organisation. The tone is factual and adult – informed choice, not scare tactics. Low cost per head, high impact across the organisation.
Step 3
Self-serve resources
Self-serve videos for individuals who want to explore whether alcohol is becoming a problem – privately and at their own pace. Entirely voluntary. Nobody has to put their hand up or disclose anything to anyone. This is for the person thinking “I might be headed towards a problem.”
Step 4
One-to-one coaching
Confidential, self-referred coaching for people who know they need more support. The employer co-funds the coaching, but a third-party accountant verifies delivery – so HR never knows who is using it. Management sees only that the service is being used, not by whom. Nothing is forced on anyone.
About the coach
I have spent six years working with individuals and organisations on their relationship with alcohol. I am a certified senior coach with This Naked Mind and a certified grey area drinking coach trained by Jolene Park. My book on alcohol and the workplace was shortlisted for Business Book of the Year in 2025.
I have also lived this from the inside. That matters, because the work requires a level of understanding that qualifications alone cannot provide – and because the people in your organisation who are struggling will know immediately whether they are in the hands of someone who genuinely gets it.
My previous corporate clients have included Next Retail and St James’s Place.
Who this is for
This works best for SMEs in high-pressure, people-heavy sectors – media, advertising, PR, legal, insurance, financial services. The decision-maker is usually a Chief People Officer, Head of HR, or Head of Wellbeing, though often the most receptive person is a senior leader who quietly understands the problem from their own experience.
If you have ever thought we probably should look at this at some point – then now is your chance.
Common questions
No. It’s not a question of prohibition, it’s about making sure the people who are struggling have somewhere to go, and that your organisation is not inadvertently making the problem worse.
Done carefully, it reduces HR risk rather than creating it. The approach is designed to keep personal disclosure away from HR entirely.
No. The support pathway is confidential and opt-in. The employer knows that coaching is happening; they do not know who is receiving it.
Where appropriate, we can use anonymous Audit C measures at the start and end of an engagement to track change. We can also gather qualitative feedback and staff satisfaction survey data. The right measurement approach depends on your organisation.
Free Resources
Tools to help you start the conversation
Three free resources designed for HR leaders, wellbeing managers, and anyone trying to get a clearer picture of what alcohol is really doing in their workplace.
The Podcast
An adult conversation about alcohol at work and beyond
If you want to understand alcohol’s real impact on your people – without prohibition rhetoric or scare tactics – The Alcohol Debate is a useful starting point. Tabbin’s weekly conversations with experts and former drinkers explore what alcohol does for us and what it does to us, helping listeners make informed decisions.
Share it with managers, MH first aiders, or anyone in your organisation curious about the topic.
Tune in every Wednesday.
From the blog
Alcohol’s Dark Side: The Life-Changing Risks You Need to Know About
The Hidden Health Risks of Alcohol: From Accidents to Chronic Conditions Alcohol has long been a part of social life, celebrated in commercials and…
Finding Freedom: My Journey with Alcohol
The story of my relationship with alcohol starts long before I took my first drink. Growing up, alcohol was a constant presence in my life.…
Start with an exploratory call
We will talk through what is happening in your organisation, what is possible, and what a sensible first step looks like. No pressure, no pitch.
It is confidential. And it does not commit you to anything.
Looking for confidential one-to-one alcohol coaching?
Visit Wine to Water Coaching