For many organisations, alcohol is deeply embedded in workplace culture. Whether it’s Friday drinks, networking events, client dinners, or even in-office bars, alcohol is often seen as a social lubricant, a reward, or a bonding tool. But when alcohol is normalised and even encouraged in professional settings, it brings risks - one of the most significant being an increase in sexual harassment.
With the Worker Protection Act 2023 placing a stronger duty on employers to prevent harassment, now is the time for HR leaders and business decision-makers to take a hard look at how workplace drinking culture might be contributing to unsafe environments.
Studies and high-profile cases have repeatedly shown a clear connection between alcohol and sexual harassment in the workplace. Alcohol lowers inhibitions, impairs judgment, and can create an atmosphere where boundaries are blurred. While alcohol itself is not the cause of harassment, its presence can enable and escalate inappropriate behaviours, making it harder for victims to remove themselves from uncomfortable situations.
From a victim’s perspective, unwanted advances, inappropriate comments, or physical contact at a work function can leave lasting emotional and professional consequences. Employees who experience or witness sexual harassment can often feel unsafe, anxious about their career prospects, and unable to participate in workplace culture without fear. The impact extends beyond personal distress—workplace harassment can lead to absenteeism, loss of productivity, and even employees leaving their roles to escape a toxic culture.
Sexual harassment in professional environments is not just an interpersonal issue; it’s an organisational one. When employers allow alcohol to play a dominant role in workplace culture without recognising its potential risks, they are inadvertently creating an environment where inappropriate behaviour can flourish. This is particularly problematic in hierarchical workplaces where junior employees may feel they cannot reject unwanted advances from more senior colleagues who hold power over their careers.
The Worker Protection Act 2023 reinforces employer responsibility in preventing workplace harassment. The new legislation places a proactive duty on employers to prevent harassment, meaning companies can no longer afford to be reactive. Failing to take action could lead to legal consequences, financial penalties, and significant reputational damage. This shift in responsibility is critical. Previously, much of the burden was on victims to report harassment after it occurred. Now, organisations must actively create safer environments where harassment is less likely to happen in the first place. This includes examining the workplace culture around alcohol and whether its presence contributes to unwanted and inappropriate behaviour. Work functions that involve alcohol are often framed as ‘opportunities’—opportunities for networking, for letting off steam, or for bonding outside the constraints of office walls. But these same events can also be breeding grounds for misconduct, with alcohol providing an excuse for behaviour that would never be tolerated in an alcohol-free, office-based setting. It is not uncommon for victims of harassment at such events to later hear dismissals like “they were drunk,” or “they didn’t mean it.” Yet, the effects on victims are no less real, and the responsibility still lies with organisations to ensure a safe and respectful environment.
It’s time to challenge the long-held belief that alcohol is essential to networking, celebration, team bonding, and away days. Many employees—whether for health, religious, or personal reasons - don’t drink alcohol, and an alcohol-heavy culture can make them feel excluded or pressured. This pressure can be even more pronounced for junior employees who feel unable to say no to drinking without risking career progression or fitting in with colleagues. A workplace culture that revolves around booze also creates blurred boundaries between personal and professional interactions, increasing the risk of misconduct.
Many victims of workplace harassment have reported that their perpetrators used the informal nature of work social events as a way to act inappropriately, knowing that any complaints would likely be dismissed as an overreaction or as something that “wasn’t meant that way.” This is where employers must acknowledge the role that alcohol plays—not as an excuse, but as a catalyst for behaviour that might not otherwise occur in work environments. The power dynamics at play in workplace drinking culture cannot be ignored. Employees who feel pressured to drink because their boss or senior colleagues are doing so are also more vulnerable to being in situations where they are harassed. This is particularly concerning in industries that encourage client entertainment or late-night drinking culture, where boundaries are frequently crossed under the guise of professional engagement.
Beyond the direct risks of harassment, alcohol consumption in workplace settings also fosters a culture where inappropriate behaviour is normalised. The longer organisations perpetuate the idea that drinking is an integral part of workplace life, the more difficult it becomes for employees to speak up when things go too far.
For those struggling with alcohol, whether as a personal issue or as part of workplace pressure, it’s important to know that support is available. Employers must foster an environment where asking for help - whether for alcohol dependence or experiences of harassment - is met with understanding and action, not stigma or judgment. Creating a workplace where employees feel safe, respected, and valued should be a fundamental priority for any organisation. A workplace that actively promotes safety, respect, and inclusivity benefits everyone. It’s time to lead the way in reshaping workplace culture for the better.
Alcohol Change UK provides consultancy and training services that can help organisations take stock of their workplace culture and create a safer environment for all. Our team of experts have a wealth of experience in supporting organisations from across the UK with evidence-based interventions.
Our training services can provide managers and wellbeing representatives with the confidence and skills to tackle conversations about alcohol at work proactively and can help you to identify and mitigate the risk of alcohol-related workplace incidents.
Anyone responsible for workplace wellbeing will also benefit from our ‘Alcohol Identification and Brief Advice Training’, helping you to better understand and recognise the different levels of drinking and risks, and how and when to intervene. Our CPD-accredited training uses tools that were developed by the World Health Organisation and is excellent for giving staff the confidence and skills to have what can be a tricky conversation about alcohol.
Alcohol harm will affect different organisations in different ways, even within the same sector. Our experts can tailor our training to ensure it’s relevant and reliable to meet an organisation’s specific needs.
It's time for alcohol to stop taking centre-stage in workplace socials. By taking a proactive approach, you can create a healthier and more inclusive workplace culture that’s safer and more respectful for all.
To find our more about our workplace training, please get in touch.
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