One in Three UK Workers Call in Sick After Work Drinks as Cultural Pressures Persist, Survey Finds

Published: 08 October 2025. The English Chronicle Online.

A significant proportion of the UK workforce admits to calling in sick following drinking at work-related events, revealing a persistent tension between workplace culture and changing societal attitudes toward alcohol. According to a new report by the IPPR thinktank, one in three workers in the country have taken a day off after consuming alcohol at a work event or socialising with colleagues outside of work hours.

The survey, which involved 2,083 working-age adults across the UK, highlights that despite a noticeable shift among younger generations toward reduced alcohol consumption, workplace social norms continue to revolve heavily around drinking. Many employees report feeling pressure to participate in alcohol-focused gatherings, from post-work pints to wine-fuelled networking events, even when they would prefer to abstain.

The report underscores the disconnect between employers and younger workers. While professional social culture continues to place alcohol at the centre of work-related interactions, many organisations are increasingly recognising the need for inclusive and non-alcoholic options. For example, restaurant chain Wagamama has replaced alcohol-centric staff socials with activities such as pottery workshops, yoga sessions, running clubs, and boxing classes, improving both team morale and cohesion.

Statistical findings from the IPPR survey show that 32% of respondents had called in sick at least once in the last year following workplace drinking. The prevalence is particularly high among younger employees, with 41% of 18- to 24-year-olds and 47% of 25- to 34-year-olds reporting hangover-related absences. Sector-specific analysis found that 22% of staff in education and 24% in health and social care had called off work due to drinking in the past six months, while a fifth of employees in both sectors arrived late following alcohol consumption.

Beyond absenteeism, the report identifies broader cultural challenges. Nearly 28% of respondents felt that workplace drinking events exclude non-drinkers or create cliques, demonstrating how alcohol-centric socialising can undermine inclusivity and team cohesion. IPPR describes the situation not merely as a matter of individual hangovers but as a “productivity crisis,” warning that alcohol-related harm now poses a significant economic concern for the UK.

Sebastian Rees, head of health at IPPR, emphasised the generational contrast and workplace inertia: “On one hand, Gen Z are drinking less than previous generations, and some employers are taking welcome steps to move away from alcohol-centred work events. Yet the UK’s professional culture remains deeply rooted in drinking. A pint after work, a glass of wine at a networking event, or a social at the pub still sit at the heart of many careers.”

The report advocates for structural measures to address alcohol-related workplace harm. Among its recommendations are the introduction of minimum unit pricing for alcohol in England, a policy already in place in Scotland that has shown evidence of reducing alcohol-linked deaths. The thinktank also calls for employers to implement clear alcohol policies, ensuring that no staff member feels coerced into drinking and that events are inclusive of those who abstain.

Dr Richard Piper, chief executive of Alcohol Change UK, which funded the research, highlighted the broader economic implications. “This report counters endless alcohol industry overclaims about the economic benefits it delivers,” he said. “When alcohol dominates workplace cultures, productivity and wellbeing both take a hit while making life much harder for those who don’t drink or want to drink less.”

The Confederation of British Industry echoed these sentiments, stressing the importance of employer responsibility. Matthew Percival, director for future of work and skills at the CBI, said: “Having clear policies is an important starting point for making events inclusive. There are many reasons why individuals may not wish to consume alcohol at work events, and nobody should ever feel pressured to do so.”

While the government did not provide a direct response to the IPPR report, a spokesperson highlighted ongoing initiatives to reduce alcohol-related harm. Measures include funding for drug and alcohol treatment services, recovery support, and considerations of minimum unit pricing, as well as efforts to improve public awareness through mandatory health warnings and nutritional information on alcoholic beverages.

The findings of the IPPR survey indicate that workplace drinking culture continues to have a tangible impact on both employee wellbeing and productivity. As generational attitudes shift and awareness of alcohol-related harm grows, experts argue that employers, policymakers, and public health authorities must take coordinated steps to ensure that professional social environments are safe, inclusive, and conducive to both performance and overall wellbeing.