Nairobi, Kenya – A recent report by the Institute for Public Policy Research (IPPR) in the United Kingdom reveals that nearly one in three UK workers have called in sick after work-related drinking, pointing to a 'productivity crisis' driven by entrenched workplace alcohol culture. This trend resonates deeply in Kenya, where alcohol abuse among employees is a significant concern, contributing to irregular work attendance, poor productivity, and health and safety risks, posing a major threat to economic development.

The IPPR survey, which included 2,083 UK employees, found that 32% of workers had taken a sick day after drinking at a work event or with colleagues in the past year. This figure rose to 43% among 18 to 24-year-olds, with over a third of young people reporting feeling pressured to drink to 'fit in' or advance their careers. More than one in five employees also admitted to working with a hangover, and 29% observed colleagues being 'tired or sluggish' due to alcohol.

Kenyan Context: A Parallel Challenge

In Kenya, the impact of alcohol on the workforce is equally stark. A 2015 study on the Kenya Meteorological Service (KMS) in Nairobi found that approximately 33% of respondents consumed alcohol, with 49% strongly agreeing that alcohol leads to a reduced work rate and poor quality of work. The study also indicated that 47% of respondents strongly agreed that alcohol leads to workplace absenteeism, and 50% strongly agreed it causes increased lateness.

The National Authority for the Campaign Against Alcohol and Drug Abuse (NACADA) has consistently highlighted the pervasive nature of alcohol abuse in Kenya. A 2011 NACADA report on public sector employees indicated that 23.8% of employees had consumed alcohol in the past 30 days, with a lifetime prevalence of 44.5%. This report also identified workplace culture, availability of alcohol, and the existence and enforcement of workplace alcohol policies as factors influencing employee drinking.

Laws, Policy, and Governance

Kenya has a legal framework to address alcohol and drug abuse in the workplace, including the Employment Act, 2007, and the Alcoholic Drinks Control Act, 2010. The Occupational Safety and Health (General Administrative) Rules, 2015, explicitly prohibit employees from consuming intoxicating liquor while on duty and even possessing it at the workplace. Employers are also barred from allowing an employee under the influence of alcohol to enter or remain at a workplace.

NACADA has also issued guidelines for developing workplace alcohol and drug abuse prevention and management policies, emphasizing the need for clear rules, awareness creation, and support systems for affected employees. In July 2025, Kenya unveiled a new policy to curb youth alcohol and drug abuse, proposing to raise the legal drinking age from 18 to 21, ban online sales, and restrict advertisements targeting children.

Stakeholders and Testimonies

Organisations like Pevco Kenya Ltd. have implemented drug and alcohol policies, committing to health and safety and providing training on the effects of substance use. However, a 2011 NACADA study found that while 61.6% of public sector employees were aware of an existing workplace policy, only 30.3% had received training or sensitisation on alcohol and drug abuse in the past year.

Experts and employers acknowledge the challenge of managing alcoholic employees. While some advocate for termination, others emphasize the importance of assistance and rehabilitation, viewing alcoholism as an illness. Providing support, such as encouraging treatment even at the company's expense, can lead to employee recovery and improved performance.

Evidence and Data

The National Authority for the Campaign Against Alcohol and Drug Abuse (NACADA) reported in 2023 that alcohol is the most abused substance among Kenyan youth. Approximately 367,680 youth aged 15-24, representing 5.2% of the Kenyan youth population, consume alcohol. A 2022 NACADA report estimated that one in every 20 Kenyans aged 15–65 was addicted to alcohol. Furthermore, a 2007 NACADA study revealed that 8% of 10 to 14-year-olds had used alcohol, and about 40% of people aged 15 to 65 had consumed an alcoholic drink in the past.

Risks and Implications

The pervasive workplace drinking culture and alcohol abuse in Kenya carry significant risks. Beyond reduced productivity and absenteeism, they contribute to poor health, safety risks, and increased healthcare costs for employers. Alcohol consumption is also linked to a higher prevalence of diseases like tuberculosis among Kenyan men, partly due to work culture and prioritizing work over health. The proposed stricter alcohol policies by NACADA, while aimed at curbing abuse, have also raised concerns among industry players about potential job losses and business closures.

Unknowns and Controversies

While the IPPR report highlights a generational shift among Gen Z towards less alcohol consumption, the extent to which this trend is observed in Kenya's younger workforce and its impact on workplace culture remains less clear. The effectiveness and enforcement of existing workplace alcohol policies across all sectors in Kenya also vary, with a notable gap between policy awareness and actual training.

Timeline and Next Steps

The 2025 National Policy on Alcohol, Drugs and Substance Abuse, which includes raising the legal drinking age, is a strategic roadmap. Its implementation will involve multi-sectoral consultations to refine and align the measures with stakeholder expectations.

What to Watch

Stakeholders will be closely watching the implementation of the 2025 National Policy on Alcohol, Drugs and Substance Abuse, particularly the consultations with industry players and the impact of proposed restrictions on the economy. The effectiveness of new measures in shifting workplace drinking cultures and improving employee productivity in Kenya will be a key area of focus.

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