When policy meets tragedy: The urgent need for responsible alcohol management in the workplace
Today I want to reflect on a deeply saddening story that underlines something we often think we understand—but may not fully act on: how alcohol in the workplace, even when it feels benign or “part of the culture,” carries risks that can be lethal if not carefully managed.
What happened
In March 2022, a young man, Daniel Evan Oyaga, employed at Gravity Cellars winery in Tasman, New Zealand, lost his life in a car crash after finishing his shift and partaking in post-work wine tasting with colleagues. RNZ
The coroner’s findings reveal:
- Daniel was more than twice the legal blood alcohol limit for driving. RNZ
- He was driving at about 122 km/h just before the crash. RNZ
- He had stayed after his shift to socialise with co-workers; wine was opened. Sampling wine among staff—as part of learning about the product—was an accepted practice. RNZ
- The policy in place at the winery allowed for tasting/sampling, but did not impose strong constraints on when or how much. Transport was provided for large events, but not for regular after-work social drinking. RNZ
Tragically, Daniel’s car lost control, crossed the centre line, rolled, and he was ejected from the vehicle due to a structural failure (his seat reclined fully). Despite wearing a seatbelt, the injury was fatal. RNZ
Key lessons on alcohol management
From a public health and workplace safety perspective, this case offers several clear lessons:
- Even small or informal consumption can lead to serious risk.
“Post-shift, social tasting” might seem low risk—but when combined with driving, even a moderate amount over the limit has measurable effects on reaction times, coordination, judgement. The coroner observed that alcohol likely contributed to the crash. RNZ - Policies are necessary, but they must be robust and clear.
It’s not enough to have a policy stating “staff should drink responsibly.” The policy must specify where, when, how much alcohol can be consumed; whether transport is provided; whether tasting is sensory only; and consequences / supports for returning home safely. Ambiguity fosters risk. - Transport planning is a vital part of risk mitigation.
If alcohol is being consumed onsite—or staff are likely to be impaired—employers should consider organising transport, especially in rural areas with limited travel options. The coroner specifically recommended that businesses consider limiting alcohol use to certain events or days, and arranging transport for staff. RNZ - Employer responsibility does not end once the shift ends.
The effects of alcohol do not respect the shift boundary; intoxication may begin on site and extend off-site. So employers must take responsibility for both internal policy and for creating a culture of safety and awareness. Education, clear protocols, and monitoring are essential. - Regular review and updating of policies in response to incidents are crucial.
After Daniel’s death, Gravity Cellars (part of Booster Wine Group) reviewed their drug and alcohol policy. They implemented changes: restricting which staff can engage in wine tasting; turning tasting into sensory assessment only (no consumption) in some contexts; tightening safety protocols. RNZ
Why this matters for all workplaces
While this case was in a winery, the principles apply everywhere—hospitality, offices, remote worksites, agricultural settings—anywhere where alcohol enters, even in small amounts, whether for training, appreciation, hospitality or otherwise.
Poorly managed alcohol use in the workplace:
- Increases risk of harm—both acute (e.g. accidents, impaired driving, injury) and chronic (health effects, addiction risks, decreasing capacity).
- Can erode trust and safety culture.
- May expose the business to legal liability, reputational damage.
- Impacts not only the person consuming, but their colleagues, families, and wider community.
What good looks like
To reduce risk and support employee wellbeing, here are what best practices might include:
- Clear policy: stipulate times/events for alcohol, limits, whether usage is for tasting or consumption, how “tasting only” is defined, etc.
- Safe travel arrangements: subsidised rideshare, designated driver programmes, shuttle services, or transport provided by the employer when alcohol has been consumed.
- Education & awareness: ensure staff understand exactly how alcohol affects them—judgement, reaction times, driving ability—and how different people may be affected differently.
- Culture shift: encourage an environment where staff feel safe to say “I need a ride home” and for colleagues to speak up. De-normalise risky drinking.
- Monitoring & feedback loops: periodically review when policy is working / failing; incorporate lessons from near misses; adjust accordingly.
- Leadership commitment: visibly from top of organisation. If managers or directors do not take this seriously, it’s far less likely the rest will.
Final reflections
Losses like Daniel’s are deeply painful—not just for his family and friends, but for all of us. They are avoidable when we bring together careful policy, genuine responsibility, and a culture that values safety above “normal after work socialising.”
Managing alcohol isn’t about banning everything or being overbearing. It’s about recognising that alcohol changes things: how we judge, how we drive, how safe we are. And once you recognise that, you can design systems that respect both enjoyment (yes, enjoying a wine or drink can be part of life) and safety. You can have a simple breathalyser to start with education and make it available so people can understand their metabolism. Click here to look at the range of breathalysers.
In public health, we often say “prevention is better than cure.” Here, prevention means policies, planning, support—and the willingness to make changes before tragedy strikes