Happy (recovery-friendly) holidays: 6 alternatives to the traditional office party

We live, and work, in a culture where alcohol consumption is pervasive. Indulging, and even overindulging, are so normalized that those who abstain are usually viewed as different. It’s easy to underestimate how this behavior affects people who work hard to live a life in recovery. According to the National Institutes of Health, 75% of people who need help with substance use disorders (SUDs) don’t get treatment due to shame and stigma.

Especially this time of year, when alcohol is typically available at Thanksgiving-themed potlucks, in alcohol-related Secret Santa gifts, during office holiday parties, and at end of year champagne toasts, it’s critical employers take a careful look at how company traditions and celebrations could be negatively affecting your employees, and, your company culture.

SUDs afflict tens of millions Americans, with 25 million of them in long term recovery.  While you may not know it – because it isn’t talked about openly in the workplace – chances are, some of these people work at your company.  By choosing to support these employees in their recovery, you are not only helping to destigmatize a very common illness, you’re also protecting your business. SUDs in the workplace can negatively impact health care costs, absenteeism, and productivity. In fact, the impact from the loss of productivity equals a staggering $130 billion annually, according to the American Journal of Preventive Medicine. In addition, SUDs in the workplace contribute to 65% of on-the-job accidents and somewhere between 38% and 50% of all workers’ compensation claims, per the United States Department of Labor.

How can you make your company more recovery-friendly during the holiday season?  Here are some easy ideas:

• Center the office party around more than drinks. Activities, like gift swaps, or seeing a performance can accomplish your goals of team building and fun and take the emphasis off drinking.
• Vary holiday event menus. Serve nonalcoholic drinks that are as festive and as enticing as any signature cocktail you offer. Don’t offer an open bar but charge for non-alcoholic drinks.
• Limit “pregaming” by hosting holiday celebrations midday or immediately after work. You can’t control who goes out for an after party, but you can at least start the party on equal, and sober, footing.
• Make celebrations optional. If you want to give out awards or deliver a state of the company update, plan those during work hours so employees aren’t forced to attend events where they feel uncomfortable or their recovery is at risk.
• Start a new holiday tradition in lieu of the office party. Consider holding an employee volunteer day at a local food bank or a homeless shelter.
• Make SUD treatment widely accessible for your employees who may be actively struggling with alcohol or drugs. Make sure everyone knows what’s available. In combination with your efforts to normalize recovery, even more people will get the help they need – and the productivity you need from them.

Prevention and treatment programs work. There are an estimated 23 million Americans in recovery who are creating healthy lifestyles, relationships and communities. Make sure your employees with SUDs are counted among them, this holiday season and all year long.

Peter Loeb is CEO and Co-Founder of Lionrock.