Alcohol addiction: What support you can get from work

Alcohol addiction has become more prominent in recent years and for those living with it, it can often feel isolating. However, in more recent years, employers in the UK have started to see addiction as a health condition rather than a moral failing, something that has stigmatised it for many years.

That’s particularly the case in major cities such as London, where workplaces will help employees find an alcohol detox clinic in Surrey, for example, and give them the time off and assistance to face such challenges.

For anyone living with addiction, it’s important to know what support you can get from work, as it can not only make you feel better, but give you the encouragement to start on your journey to recovery and sobriety…

Confidentiality and the Right to Support

First and foremost, any disclosure about alcohol addiction should be treated with strict confidentiality. You have the right to speak to your employer or HR representative in confidence, and they are generally expected to treat your situation sensitively. It may feel daunting, but being open can pave the way for practical support and necessary adjustments.

Under the Equality Act 2010, addiction to alcohol itself isn’t classified as a disability. However, if your addiction has led to physical or mental health problems—such as depression, anxiety, or liver disease—you may still be entitled to reasonable adjustments at work.

Access to Occupational Health Services

Many medium to large employers offer occupational health services. These are designed to help employees manage health conditions that affect their ability to work. If you disclose an issue with alcohol, you might be referred to occupational health for a confidential assessment. From there, recommendations may be made to support your recovery, such as flexible hours, a phased return to work, or time off for treatment.

Occupational health professionals can also guide managers on how to best support you without compromising your privacy or dignity.

Employee Assistance Programmes (EAPs)

An increasing number of companies provide access to Employee Assistance Programmes. These are confidential, third-party services that typically include 24/7 helplines, counselling, and referrals to specialist treatment services. You don’t necessarily need to tell your manager to use an EAP; details are often available through HR or your staff intranet.

These programmes are particularly helpful if you're looking for short-term counselling or need advice on accessing rehab or detox services.

Time Off for Treatment or Recovery

If you’re receiving treatment for alcohol addiction—whether through a residential programme, outpatient counselling, or support groups—you may need time off. Some employers allow for this under sick leave policies, especially if addiction has led to related physical or mental health concerns.

Alternatively, compassionate leave or unpaid leave may be granted in some cases. It's worth checking your company’s policies or speaking to HR to understand your options. Be honest about your needs: many employers prefer supporting someone through recovery rather than facing prolonged absence or performance issues.

A Supportive Culture and Non-Judgemental Attitude

Perhaps the most valuable form of support is a workplace culture that promotes wellbeing and treats addiction as a health issue. A supportive manager, understanding colleagues, and an inclusive HR policy can make a significant difference in recovery outcomes.

Some employers even offer training for line managers on how to spot signs of addiction and respond appropriately. If you’re not sure where to turn, starting with a trusted line manager or union representative can be a good first step.