We have provided a response to the Work and Pensions Committee Call for Evidence on Employment support for disabled people.
In our response, we highlighted that:
- People with alcohol dependence are currently excluded from the disability protections of the Equality Act (2010). This leaves many without vital workplace safeguards against discrimination.
- This exclusion reflects and reinforces stigma, treating alcohol dependence differently from other health conditions such as depression or eating disorders.
- Removing the exclusion would mean employers have a duty to make reasonable adjustments, such as time off for treatment or avoiding alcohol-related client events, helping more people remain in or return to work.
- Stigma and discrimination prevent people with current or past alcohol dependence from getting jobs, progressing at work, or receiving the support they need to stay employed.
- Education and alcohol awareness training for employers and staff can reduce stigma and help create more supportive and inclusive workplaces.
- Employment support models like Individual Placement and Support (IPS) have shown strong results in helping people with alcohol or drug dependence into paid jobs and sustaining employment.
- Flexible working arrangements, such as phased returns, hybrid working, or adjusted workloads, are effective in supporting people with fluctuating conditions like alcohol dependence.
- Investment in well-funded, integrated alcohol treatment services is essential. Stable funding and joined-up support between health, social care, and employment services would help people recover, reduce disadvantage, and improve access to employment.
