Are your employees sober curious? 3 ways to support sobriety in the workplace

Alcohol is a big part of many social activities, celebrations and work events. Summer and winter holidays can be especially festive, but all the parties may leave employees foggy and tired at best, or worse, sick and embarrassed (there’s even a word for it: hangxiety). That’s why HR teams are wise to seek out and provide support for employees who may be looking to cut down or eliminate their alcohol use.

While Sober October, Dry January, FebFast are popular and international invitations to take a month-long break from alcohol and other substances, the sober curious movement takes those breaks a step further: it encourages us to be ever-mindful of our alcohol use and choose when, and if, to drink instead of defaulting to habit or social expectations.

The term ‘sober curious’ is from a book by Ruby Warrington, who poses the question: How different would our lives be if we stopped drinking on autopilot? Unlike the months dedicated to abstinence, however, sober curious is more a philosophy and lifestyle change. When we are mindful about alcohol use, we may choose to drink less often, less heavily, or stop altogether. The reasons for taking control of and better managing our alcohol use are uniquely personal: better sleep, improved mental and physical health, stronger relationships, or as a way to save money. The choice depends on the individual and abstinence isn’t the only option.

Sober curious gains popularity among younger employees

Market research by Mintel revealed that 39% of U.S. respondents follow a sober-curious lifestyle. Around three-quarters of Gen Z (71%) and millennials (73%) closely/occasionally follow or are interested in trying a sober curious lifestyle because it aligns with priorities, like health and wellness. A third (35%) of consumers aged 22-34 say they follow or would follow a sober curious lifestyle for mental health reasons, and among the 22-44-year-olds who are drinking less alcohol, 32% say they are drinking less to improve/maintain their mental health.

Interestingly, most respondents did not hold a negative view of alcohol and considered it a welcome addition to celebrations and other occasional festivities. The concern, rather, was related to long-term health consequences, a well-founded and valid consideration since frequent alcohol use is linked to high blood pressure, stroke, heart and liver disease, cancers and mental health conditions, as well as cognitive clarity, sleep quality, weight gain and fertility issues. Companies that help employees better manage alcohol use, therefore, may also realize improvements in health care costs and workplace productivity.

Related: Reframing the recovery conversation to empower workplace sobriety

3 ways to support sobriety in the workplace

1. Provide choices. If you regularly host work parties or events that feature alcohol, consider a change in time or venue that better accommodates non-alcoholic options. A daytime picnic or brunch in lieu of a cocktail party, for example. Also, make sure to offer a variety of alcohol-free drinks at work-sponsored activities. Options include juices and sparkling water as well as mocktails and alcohol-free beer and spirits. Serve them in glasses and garnish them so everyone feels festive and included.
2. Facilitate employee support. Educate employees about events such as Sober October. Make it a topic of conversation, explaining how it can positively impact physical and mental wellbeing. Organize activities including workplace challenges, morning meditations, lunchtime hikes or other opportunities for participants to gather and share their tips and experiences. Set up a workplace support group so teams can discuss their progress and struggles.
3. Promote existing benefits. While many health plans include benefits to treat diagnosed substance use disorders, employers who offer flexible spending accounts (FSAs) or health savings accounts (HSAs) can help employees proactively manage their alcohol use by educating them about telehealth services that may qualify as eligible FSA and HSA expenses. The optimal solution will provide resources, tools, and individualized support to help employees gain control over their alcohol use, and to educate them about how to navigate social situations without compromising their personal goals. Providing employees with confidential and always-available telehealth and online resources removes potential social and logistical barriers to care. Better still, giving them easy access to engage with these services online using their FSA or HSA increases the likelihood that they will take the first step toward a healthier relationship with alcohol.

It’s important to recognize that not everyone who drinks is addicted to alcohol. Yet, employers and HR teams should not ignore the growing sober curious movement and the fact that employees appear eager to find ways to use alcohol on their terms, free from social pressures, and in ways consistent with their personal health and wellbeing goals. Providing the means for them to do so and making it affordable is a smart investment for any organization.

Jenna Everhart is senior vice president of human resources for Health E-Commerce parent brand to FSA Store and HSA Store. Jonathan Hunt-Glassman is founder and CEO of Oar Health.