You don’t fix a December mistake by firing someone, you fix it by understanding what led to it.

Every year, I watch the same pattern unfold across UK workplaces.

December arrives, people feel stretched, tired and overwhelmed, and then the Christmas parties begin.

The combination of stress, late nights and heavy social pressure creates the perfect storm, not because people are irresponsible, but because life is demanding and alcohol is everywhere.

Then when morning-after impairment creeps in, someone inevitably fails a drug or alcohol test.

My honest view, based on years of supporting businesses and employees, is that a single mistake should never define someone’s future. Yet many employers still default to disciplinary action or dismissal, believing that it is the safest or most compliant option.

In reality, UK tribunals now often focus less on the mistake itself and more on whether the employer acted fairly, proportionately and with the right support in place.

Compassion and good process are far more protective than punishment.

This belief is exactly why I built my consultancy around the Better Testing model.

I’ve seen that genuine support, talking to someone, understanding the pressures behind the lapse, and giving them a structured route forward, keeps workplaces safer than fear ever could.

Most people don’t set out to break rules.

Many are dealing with stress, anxiety, financial pressure, fatigue or personal challenges behind the scenes.

December amplifies all of this, and it takes very little for a good person to find themselves in a difficult position.

Where businesses often struggle is knowing how to respond. The day after the Christmas party is statistically one of the highest-risk days of the year, not because of the event itself, but because residual alcohol and fatigue significantly reduce coordination, reaction time and judgement.

Right now, employers are searching for guidance on how to support an employee after a failed drug test, what to do about morning-after alcohol risk at work and how to manage impairment safely and compassionately.

Much of the advice they find is outdated, overly punitive or lacking real understanding of what employees are going through.

My message to any employer heading into December is simple: if someone in your team slips up, respond with leadership rather than fear.

Take the time to speak with them, understand what happened and give them the chance to put it right. A support-first approach doesn’t just protect your business; it often changes lives.

And if you’re unsure how to structure this fairly, legally and safely, I’m here to help you establish the systems and training that make Better Testing work.

One mistake shouldn’t end a career. Sometimes it becomes the moment that helps someone get the support they truly needed and the moment your organisation shows what real leadership looks like.