I wonder how I approach non-alcoholic alternative drinks in the workplace?

As the festive season approaches, many employers are preparing for Christmas parties, end-of-year celebrations, and other social events that bring teams together. With growing awareness around wellness, inclusivity, and sustainability, the demand for options like mocktails, non-alcoholic beers, and alcohol-free wines has surged. But how does this impact the workplace?

Non-alcoholic beverages are often a feature of workplace events, celebrations, or client meetings where alcoholic drinks have traditionally taken centre stage. Providing these alternatives promotes a culture of inclusion and sensitivity toward employees who may:

• Abstain from alcohol for religious reasons.
• Be pregnant, breastfeeding, or managing health conditions.
• Avoid alcohol for personal or wellness reasons.
• Be in recovery from addiction or prefer not to consume alcohol.

While the provision of non-alcoholic drinks is often treated as a courtesy, there’s growing recognition that it intersects with broader workplace policies and legal obligations.

This article explores the role of non-alcoholic drinks in the workplace, the legal and practical considerations, and whether formal policies should be considered.

Legal Considerations

Under UK law, employers have a duty to foster an inclusive and non-discriminatory workplace environment. This extends to social events and gatherings, which are often considered an extension of the workplace. Key legal points include:

1. Discrimination. The Equality Act 2010 protects employees from discrimination based on certain characteristics, such as religion, disability, or pregnancy. Events where alcohol is the primary focus may inadvertently exclude or disadvantage individuals who fall into these categories. Employers who fail to offer alternatives risk claims of indirect discrimination.
2. Health and Safety Obligations. Employers have a duty of care to their employees under the Health and Safety at Work Act 1974. This duty extends to ensuring employees feel safe and supported at work events. For some, the absence of non-alcoholic alternatives could create an uncomfortable or unsafe environment, especially for those in recovery from addiction.
3. Promoting Wellbeing. Under the Employment Rights Act 1996, fostering an environment of mutual trust and confidence is crucial. Offering non-alcoholic alternatives demonstrates an employer’s commitment to the holistic wellbeing of their staff, reinforcing a positive workplace culture.

Best Practices for Employers

To address the growing demand for non-alcoholic alternatives and ensure your workplace is both inclusive and compliant with legal obligations, consider the following steps:

1. Offer a Variety of Drinks: At workplace events, provide a range of non-alcoholic beverages such as sparkling water, soft drinks, mocktails, and non-alcoholic beers or wines. Including these as a standard offering demonstrates inclusivity.
2. Normalise Non-Alcoholic Choices: Encourage a culture where choosing a non-alcoholic option is not seen as unusual. Avoid singling out employees who opt for these beverages and instead, make them as visible and accessible as alcoholic options.
3. Train Managers: Managers should be equipped to understand the importance of inclusivity at events and avoid pressuring employees to consume alcohol. Training on workplace diversity can help ensure this is handled sensitively.
4. Include Employees is Planning: Seek feedback from employees about their preferences for workplace events.

Why Consider Policies for Non-Alcoholic Drinks?

1. Inclusivity and Equality: UK employers are legally required to promote an inclusive workplace. Events or workplace settings where alcohol is heavily emphasised can alienate those who don’t drink. By including non-alcoholic alternatives in a workplace policy, employers demonstrate a commitment to inclusivity.
2. Legal Obligations: The Equality Act 2010 protects employees from discrimination based on characteristics such as religion, pregnancy, or disability. A lack of non-alcoholic options at workplace events could inadvertently disadvantage certain groups, leading to potential claims of indirect discrimination.
3. Wellbeing and Company Culture: Employers increasingly prioritise employee wellbeing, recognising that it contributes to productivity and engagement. Highlighting non-alcoholic options in policies can align with broader wellness initiatives and reinforce a culture where everyone feels valued.
4. Professionalism and Brand Reputation: For employers who host clients or external partners, the inclusion of non-alcoholic options reflects professionalism and modernity. It sends a message that the organisation is forward-thinking and considerate of diverse preferences.

What Could a Policy Include?

A policy on non-alcoholic drinks doesn’t need to be complex, but it should be thoughtful and actionable. Consider these elements:

1. Provision of Non-Alcoholic Drinks: Clearly state the organisation’s commitment to providing a variety of non-alcoholic options at workplace events, meetings, and celebrations.
2. Encouraging an Inclusive Culture: Set expectations for an inclusive and respectful approach to drinks.
3. Alcohol-Free Events: Consider outlining circumstances where entirely alcohol-free events may be appropriate, such as wellness days, workshops, or family-friendly gatherings.
4. Training and Awareness: Ensure managers are aware of the importance of inclusivity and know how to model respectful behaviour around alcohol and non-alcoholic choices.

Offering non-alcoholic alternative drinks in the workplace is more than just a courtesy; it is a legal and cultural imperative. Incorporating non-alcoholic drinks into workplace policies may seem like a small gesture, but it signals a broader commitment to inclusivity, wellbeing, and respect. As societal attitudes shift, employers have an opportunity to lead by example, fostering environments where every employee feels they belong. Not only does this create a positive environment, but it also ensures compliance with UK employment laws, reducing the risk of claims or conflicts.

If you have any questions about workplace inclusivity, our Peace of Mind Team can provide specific advice and our Document Audit Team can help draft relevant policies. Contact our employment law team by emailing employment@warnergoodman.co.uk or by calling 023 8071 7717.