What to do if You Think an Employee is Drunk on the Job

You can usually tell when someone is drunk on the job – an unsteady walk, puffy or bloodshot eyes, slurred speech or just a general air of not quite being 'present' at the office. It could be a sign that they've started the day still a little worse for wear or have returned from lunch intoxicated after a few too many, whatever the reason, being drunk at work is a serious offence.

It's also a bit of a conundrum for that person's line manager. How do you know if they're genuinely drunk or are ill or suffering the side-effects of medication? If you're absolutely certain it's alcohol, then you need to take action.

The first thing you should do is check your company policy and see if drunkenness counts as gross misconduct. If it does, this could be a sackable offence. In some cases, this is about more than simply being incompetent due to drink. If someone is in a position of responsibility or is operating machinery, they could be risking safety and lives.

Secondly, put together a written statement about their conduct. This needs to be as detailed as possible, with examples of their behaviour. If they argue they weren't drunk, you need to be reasonable and listen to their side of the story. If it goes to a tribunal, you have to show you were fair to them but sure of your conclusions.

Finally, think carefully about next steps. Although you can opt for instant dismissal, tribunals might not look favourably on the decision – not when immediate suspension is an option. Weigh up the impact the employee's actions have had on other people and the company before you act.