Recent findings from a survey by Aktion Personnel and HR, part of the Aktion group, reveal a wide range of approaches to alcohol use in Russian workplaces. A sizable portion of employers, nearly one third, reported dismissing staff for excessive drinking, while a notable share allows celebratory drinking during personal events such as birthdays or weddings. The results show a spectrum of practices across industries rather than a single, uniform policy. This summary is based on the review conducted by Socialbites.ca.
Around two thirds of respondents, specifically sixty-four point nine percent, indicated that alcohol is banned in their workplaces. By contrast, more than one fifth, twenty-one point six percent, permit celebrations with alcohol for personal milestones. A smaller share, five point nine percent, allows celebrations tied to business successes, and seven point five percent state that any event can be marked with a drink. These figures illustrate a balance between regulatory control and cultural norms surrounding drinking at work.
Additionally, nearly three in ten companies reported at least one instance of employee dismissal due to drunkenness. On the other hand, almost four in ten organizations offered workers the option to resign or to part ways with management voluntarily. These dynamics show how policy enforcement and voluntary separation intersect in the context of workplace alcohol use.
Among surveyed employees, about half said they would inform management if a colleague appeared intoxicated and posed a risk to others. Yet roughly a quarter of companies admitted they might conceal the incident from higher management. This tension highlights safety concerns alongside organizational culture when incidents arise.
Regarding the seriousness of workplace drunkenness, roughly a quarter of respondents felt that a single incident was not extreme enough to merit termination. The majority, about seventy-four point four percent, believed decisions should be made on a case-by-case basis. A small portion, two point six percent, viewed workplace intoxication as too harsh a measure in any circumstance. This demonstrates how context and proportional responses shape personnel decisions.
Overall, a strong majority, eighty-two percent, regard being under the influence at work as unacceptable. Still, eighteen percent believe intoxication may be tolerable if it does not impair performance or threaten safety. The data reveal a nuanced stance where safety and performance are central concerns, yet tolerance varies by situation.
Insights from Alexandra Borisova, an expert with Aktion Personnel and HR, highlight the emphasis on evaluating each case individually. She raised a provocative question about potential discrimination: could firing a highly skilled employee after a single night of drinking be avoided, while a blue-collar worker might face a different outcome for a similar incident? The implication is that perceptions of fault may differ by job role and that policy enforcement can reflect underlying biases. The expert’s perspective underscores the complexity of balancing employee welfare, productivity, and fair treatment in such cases. Source: Aktion Personnel and HR study, summarized by Socialbites.ca.
The survey also touches on a broader debate about whether climate or societal factors influence patterns of alcohol use in workplaces. While the study focuses on organizational practices, researchers have long explored how environmental and cultural contexts intersect with substance use, offering a wider frame for understanding why policies vary across sectors and regions. Source: investigative summaries from industry researchers.