We’ve likely all encountered the employee who arrives at 8:59 am. Then powers up their computer, and logs in right at 9:00 am.
So far, so good. But then, they head to the kitchen, exchange pleasantries, and chat with colleagues. Then they begin preparing a hot drink and heating up either a quick porridge, a bacon sandwich, or making toast. Returning to the office with their hot, smelly food, they settle at their desk and noisily eat their breakfast. Often leaving crumbs in the keyboard and porridge stains on the floor. Even more infuriating they leave their dirty dishes and utensils in the sink for others to wash and put away.
This often leads to the common question: Can you ban staff from eating breakfast at work? Yes, you can!
This practice not only encroaches on work time but can also breed resentment among the more diligent employees. Others may be tempted to emulate this behavior and start bringing their own breakfasts to work. Clarify to all employees that they cannot have breakfast at their desks during paid hours. Reminding them that their conduct will be under observation.
Failure to adhere to these instructions may result in disciplinary action for the employee. It is advisable to consult with an HR professional to mitigate potential risks.
Working in an office can be tiring and stressful. Employees often like to snack throughout the day to pick themselves up. In addition, many eat lunch at their desks on a regular basis. Most believing they’re just too busy to take a proper break.
There are further justifications for implementing a no eating at desks policy. Including hygiene concerns, preventing damage to company property, and ensuring a clean and comfortable workspace. It can prevent unprofessional behavior during phone calls and promotes staff to take breaks, which is crucial since remaining seated in one position for extended periods without regular breaks can lead to musculoskeletal issues.
When was the last time you conducted a thorough review of your current policies? Schedule a FREE HR consultation with Paul today. He‘ll discuss your needs and assist you in establishing new policies.
