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Dry January 2026 : Alcohol Awareness in the Workplace

Dry January 2026 : Alcohol Awareness in the Workplace

by | Jan 8, 2026 | Health and Wellbeing

Dry January is a popular time to pause alcohol consumption, reflect on habits, and support both physical and mental wellbeing. Beyond personal goals, it’s also an opportunity for workplaces to consider how alcohol awareness and employee wellbeing are addressed throughout the year.

Raising awareness about alcohol’s impact, from productivity and focus to impacts on mental health, can help create a safer, healthier, and more supportive working environment.

Alcohol and Workplace Productivity

Even moderate drinking can affect focus, decision-making, and overall productivity. Alcohol can impair cognitive performance, reduce attention to detail, and increase the likelihood of errors – even the morning after a social drink. In workplaces where accuracy, safety, or customer interaction is critical, these small lapses can have significant consequences.

According to the Institute of Alcohol Studies, alcohol-related absenteeism and reduced productivity cost the UK economy over £7 billion each year, highlighting the importance of workplace awareness and support. This cost comes not only from missed days but also through presenteeism, where employees are physically present but performing below their usual standard. Fatigue, slower reaction times, and reduced engagement can all result from alcohol use, even at low levels.

Workplace culture plays a crucial role. In environments where drinking is normalised or wellbeing is not openly discussed, employees may feel pressure to conform or hide struggles, which can increase stress and reduce overall engagement. Conversely, workplaces that encourage healthy habits, open communication, and awareness about alcohol tend to see improved morale, stronger collaboration, and better productivity.

Physical and Mental Health Implications

Alcohol consumption has well-known effects on physical health. Excessive or frequent drinking can contribute to liver disease, cardiovascular issues, and certain types of cancer. Even moderate consumption can impact sleep quality, energy levels, and long-term wellbeing.

Alcohol doesn’t just affect the body, it can disrupt brain chemistry and worsen mood, sleep, anxiety and depression, and may exacerbate existing mental health challenges. According to the NHS, alcohol misuse is linked to long‑term changes in thinking and memory, as well as other health risks, and health organisations recommend reducing intake to support overall wellbeing. At work, these issues may appear as reduced focus, strained relationships with colleagues, or lower resilience when handling pressure.

Supporting healthy habits and raising awareness around alcohol in the workplace can help employees make informed decisions, protect their long-term health, and maintain both performance and wellbeing.

Creating a Culture of Awareness

Promoting awareness around alcohol in the workplace goes beyond campaigns like Dry January. Key ways workplaces can support employees include:

  • Encouraging open conversation: Employees should feel safe discussing challenges without fear of judgment.

  • Recognising early signs: Managers and peers who are informed about potential issues can support colleagues more effectively.

  • Providing access to resources: Information, guidance, and practical tips help employees make healthier choices.

When organisations focus on wellbeing and understanding, employees are more likely to feel valued, supported, and motivated. This creates a positive cycle where healthier staff are more productive, engaged, and resilient.

Dry January and Beyond

Dry January is a great starting point, but alcohol awareness is a year-round priority. Reflecting on habits, supporting colleagues, and creating a culture where wellbeing is openly discussed can make a lasting difference, for both employees and the organisation as a whole.

Promoting alcohol awareness in the workplace helps people make healthier choices, reduces stress, and supports both physical and mental wellbeing. Even small steps, like providing information, resources, or training opportunities, can have a meaningful impact on staff engagement and productivity.

For organisations looking for structured guidance, our Drug & Alcohol Awareness for the Workplace course offers practical strategies for supporting employees, understanding the effects of alcohol, and fostering a safer, more supportive workplace.

In addition to alcohol awareness, supporting mental health in the workplace is equally important. Training in Mental Health Awareness or Mental Health First Aid equips teams with strategies to manage stress, improve resilience, and create a more supportive environment. Similarly, courses on Home & Hybrid Working or EDI (Equality, Diversity & Inclusion) can complement wellbeing initiatives and build a stronger, healthier culture across your organisation.

Menopause at Work: Why Training Matters More Than Ever  

Menopause at Work: Why Training Matters More Than Ever  

by | Oct 3, 2025 | Health and Wellbeing, News

Menopause at work is more than a personal health matter. October is World Menopause Month, with World Menopause Day on 18 October – a crucial reminder that menopause at work is a business-critical equality issue that affects everybody.

Menopause at Work: The UK Reality

Around 5.5 million women aged 45–60 are currently working in the UK, and all of these will experience menopause.
A 2025 government review found that menopause symptoms such as brain fog, sleep disruption, and anxiety can reduce workplace performance, costing the UK economy £1.5 billion in lost productivity and unemployment. It estimates that there are approximately 60,000 women not in the workplace due to menopause or perimenopause.

 Unsurprisingly, employment tribunal claims mentioning menopause have climbed sharply (from 64 in 2022 to over 200 in 2025) as staff challenge workplaces that fail to provide reasonable support.

In one high-profile case, Allison Shearer v South Lanarkshire Council, a teacher was awarded more than £60,000 after being dismissed when a proposed transfer threatened to worsen her menopausal symptoms. Other rulings have delivered similar pay outs, where managers ignored the need for reasonable adjustments.

The message is simple: failing to support staff going through menopause could amount to sex, age or disability discrimination under the Equality Act 2010.

Menopause Support at Work: New Legislation, Higher Expectations 

The forthcoming Employment Rights Bill, passed in October 2024, will soon require large employers (250+ staff) to publish Equality Action Plans setting out how they address gender pay gaps and support employees experiencing menopause.

Key dates relating to the implemetnation of the Employment Rights Bill:

  • Voluntary adoption: from April 2026
  • Mandatory compliance: expected April 2027

Smaller organisations will receive official guidance, but tribunals already expect reasonable adjustments today.

This shift signals the government has made it clear that workplace equality will be measured by results, not words.

Beyond Menopause: Women’s Health

Menopause awareness in the workplace is opening broader conversations about women’s health including perimenopause and menstruation – topics that, like menopause, have long carried unnecessary stigma. Employers that embrace these discussions are setting a new standard of inclusion, where empathy and action can replace silence and discomfort.

Forward-thinking organisations aren’t waiting for deadlines. They are training their employees and managers, introducing flexible hours and workplace adaptations, and including menopause and women’s health in wellbeing policies.

Why Menopause Awareness Training Is Essential

Menopause awareness training equips managers and colleagues to recognise challenges, start sensitive conversations, and provide effective support. By acting proactively, organisations can retain experienced employees, improve productivity, and create a genuinely inclusive workplace.

Our Menopause Awareness Course, developed with menopause experts, equips your workforce to:

  • Understand menopause – from stages and symptoms to common misconceptions.
  • Address menopause impact in the workplace – learn how symptoms affect performance and what adjustments can actually help.
  • Start menopause conversations at work – guidance for managers and colleagues to talk about menopause openly and sensitively.
  • Provide real support – a comprehensive section on self-care, medical and non-medical options and how to assist colleagues, friends or family members.

This course will help your organisation to demonstrate commitment to equality, improve employee wellbeing, and embed menopause awareness into everyday workplace culture. Don’t wait until problems arise and then react –  being proactive now will start building a culture of understanding, reducing legal risk, and supporting every employee to thrive.

World Menopause Month: Take Action

Investing in online menopause awareness training helps employers support staff experiencing menopause at work. You’ll show evidence-based commitment to equality and be ready well before compliance becomes law.

Include our Menopause Awareness Course as part of the training for all your staff and start creating a truly inclusive workplace today. It’s available immediately, online, and is easy to access at your convenience.

Domestic Abuse Training: Why It Matters in The Workplace

Domestic Abuse Training: Why It Matters in The Workplace

by | Sep 23, 2025 | Health and Wellbeing, Employment and HR, News

Domestic abuse remains a serious issue in the UK, affecting millions of people every year. Providing effective domestic abuse training is essential for organisations of all sizes to ensure staff are aware of the signs, know how to respond appropriately, and understand the legal responsibilities involved.

The Current Landscape

Recent statistics show that over 2.1 million adults in England and Wales experience domestic abuse annually, though many cases go unreported. Employment tribunals involving domestic abuse claims have risen, highlighting the importance of workplaces providing adequate support.

Failing to support staff experiencing domestic abuse can amount to discrimination under the Equality Act 2010, particularly relating to sex, age, or disability. High-profile cases have demonstrated significant financial and reputational consequences for organisations that do not take action.

What is Domestic Abuse and Violence?

 

Domestic Abuse and Violence Training

“Domestic Abuse can be defined as any incident or pattern of incidents of controlling, coercive, threatening behaviour, violence or abuse between those aged 16 or over who are, or have been, intimate partners or family members regardless of gender or sexuality. The abuse can encompass, but is not limited to psychological, physical, sexual, financial or emotional factors”.

Domestic violence can happen against anyone, and anybody can be an abuser. It involves one person in a relationship having power and control over the other person.

Although historically women were seen as the victim and men as a perpetrator, 25% of reported domestic abuse involves crime against a male. Men and women can both be the victim or perpetrator.

There are a number of potential risk factors that have been identified which may increase the risk of incidents of domestic abuse and violence. These include, but are not limited to:

  • Physical learning difficulties – a victim may find it harder to disclose what has happened or may be reliant on the perpetrator for personal care or mobility.
  • Socio-economic status
  • Relationship status
  • Gender
  • Homelessness
  • Household structure
  • Sexual orientation
  • Mental health

Although consideration should be given to these factors, there is no clear cut way to define who may or may not experience domestic abuse and violence, and therefore, anyone reporting or showing the signs of experiencing domestic abuse and violence must be given appropriate support and resources.

Domestic Abuse and Violence can take place anywhere, at home or beyond and can have many components, not always physical and can include abuse and violent harassment by phone, over the internet or through social networking sites. It can have many different guises with differing levels of severity including:

  • Stalking and harassment
  • Online and digital abuse
  • Teenage relationship abuse
  • Child to parent abuse
  • ‘Honour’ based violence
  • Financial abuse
  • Physical abuse
  • Verbal abuse
  • Coercion and control

All of these aspects are covered in more detail in our Domestic Abuse and Violence online training course.

It’s important to remember that domestic abuse and violence are never the fault of the victim.

 

Legislation and Employer Responsibilities

The Domestic Abuse Act 2021 reinforced workplace responsibilities, ensuring that employers recognise domestic abuse as a legitimate workplace concern. Upcoming legislation, such as provisions within the Employment Rights Bill, will further emphasise equality, requiring organisations to demonstrate policies and support measures for affected staff.

Even before legal mandates, tribunals expect employers to make reasonable adjustments for staff experiencing domestic abuse, which can include flexible working arrangements, wellbeing support, and clear reporting procedures.

Taking Action

Effective domestic abuse training is becoming a priority for all organisations. By educating staff and embedding support policies, organisations can:

  • Protect employees and vulnerable adults

  • Reduce legal and reputational risk

  • Promote a culture of empathy, safety, and inclusion

Online Domestic Abuse Training for All Workplaces

Organisations of all sizes, from corporate offices to schools, faith groups, and community organisations, can benefit from comprehensive online domestic abuse training. This course helps workplaces stay prepared, compliant, and supportive.

Practical Guidance for Managers and HR Teams
Many managers and HR teams need clear guidance on recognising the signs of domestic abuse, supporting staff, and knowing what steps to take if concerns arise. Developed with experts, this course gives you the knowledge and confidence to act effectively.

Accessible and Informative for Everyone
The 45-minute course is valuable for employers, volunteers, and employees alike. It raises awareness, provides practical guidance, and directs learners to resources and support, all in a sensitive, educational format.

For more information about how our training courses can support the health and wellbeing of your team, please feel free to get in touch on 01332 208500 or contact us here.

We will happily offer a free trial of our Domestic Abuse and Violence Awareness Training course to all those who may find it of use to their organisation.