But managers must be sympathetic to workers with drinking problems, writes Margaret Harris

Hangovers affect hundreds of thousands of workers, leading to mistakes and lost productivity, a UK survey has found.

London's Daily Mail reported that a poll of 1000 people showed that more than half a million people - almost 10% of the British population - go to work still suffering the effects of overindulgence at least twice a week. The figure is likely to increase during the World Cup.

However, Chris Thexton, the vice-president of human resources at General Motors SA, does not expect the soccer tournament to make a difference in this country.

"The company has policies in place that provide guidelines to employees relating to the abuse of alcohol. GMSA will also continue to support employees with its established employee-assistance programme during this period."

According to the UK survey:

• Of those who admitted to coming to work hung over, almost one in five said they struggled to keep on top of their work and had made mistakes;
• Seven percent of employees with a hangover left work early because they felt too sick to stay at the office; and:
• Almost two-thirds admitted they had joked about their hangovers with a colleague or even their boss, though 89% of people polled thought that going to work with a hangover was unacceptable.

South African labour law offers little wiggle room for employees who are incapacitated by drink. According to the Labour Relations Act: "Drunkenness on duty and partaking of alcohol on duty (whether or not the employee is intoxicated) may constitute misconduct. Misconduct is one of the grounds recognised by the law that may give reason for the dismissal of an employee if preceded with a fair procedure."

Derek Jackson, a labour consultant at labourguide.co.za, says companies must have a clear policy that is known to all employees. "I trust that all employers have a company policy in place, that has been communicated to all employees, regulating the consumption of alcohol on company premises, and also off company premises, where it might impact adversely on the employer, the employee, or the employee's ability to perform his/her duties."

However, Amber Anderson, national talent development manager at medicine maker Aspen Pharmacare, says it is important for companies to try to balance the law with a compassionate approach to employees who may have a drinking problem.

She says if organisations viewed their employees as multi-faceted people, they would be more committed to developing the whole person and not just the part that came to work.

The recession has put enormous strain on people and many have turned to alcohol or other substances to try to cope. Anderson says: "Alcohol is an outlet for people to relieve their stress and pressures they may face."

She says line managers and a dedicated employee assistance officer could be given the responsibility to be on the lookout for signs or symptoms of a problem, which could then be addressed before it got out of hand.

Employees arriving drunk at work are often making a cry for help that should be heeded by compassionate employers, Anderson says.

However, if the worker has been given numerous chances, the company will eventually run out of patience, she says.