When a Coworker Smells Like Alcohol

You catch it in passing — alcohol on a colleague's breath during the workday. It's an awkward, human moment, and your first instinct might be to look away or to jump to conclusions. Both can go wrong. Here is a steadier way to think about it.

Start with what you don't know

The smell of alcohol alone does not establish that someone is impaired. Alcohol-containing products such as mouthwash can temporarily cause an alcohol odor, and some medical conditions can produce breath odors that may be mistaken for alcohol. You are not in a position to determine whether someone has a substance use disorder, and it is not your job to. Hold your observation as a single data point, not a verdict about who they are.

Safety comes first

The one thing that overrides everything else is immediate safety. If a colleague may be impaired while driving, operating machinery, providing patient care, or doing anything where a lapse could hurt someone, that is no longer a private matter — it needs to be raised with a supervisor right away. In a safety-sensitive role, protecting people comes before protecting anyone's feelings, including your own discomfort.

Follow your workplace's process

Most organizations have a defined path for this, and it exists so you don't have to improvise. Rather than confronting your colleague with an accusation, bring your concern to your supervisor, human resources, or — if your workplace has one — its Employee Assistance Program (EAP). EAPs are confidential services many employers offer precisely for situations like this, and the federal Substance Abuse and Mental Health Services Administration (SAMHSA) points to them as a first line of support. Following the process protects your colleague's privacy and your own standing.

Lead with concern, not judgment

If you do end up speaking with your colleague, or are asked to, the difference between help and harm is usually tone. "I care about you and I want to make sure you're okay" opens a door; "you were drunk at work" slams one. You don't have to have the answers — you only have to be willing to point someone toward the people who do.

• Don't repeatedly cover for a colleague — quietly doing their work or making excuses can delay the help they need.
• Don't turn it into gossip. This is someone's health and livelihood, not office news.
• Don't try to diagnose, treat, or fix it yourself.
• Do lead with respect. A substance use disorder is a treatable health condition, and the person in front of you is still your colleague.