Man sacked for being ‘too boring’ when refusing to attend after-work drinks

There are several reasons an employee might lawfully be fired. Perhaps they’re not meeting the role requirements. Maybe they have an aggressive or poor attitude. Or perhaps they’ve done or said something inappropriate. But imagine being fired for being boring…

One man in France doesn’t have to, as that’s exactly what happened when he was sacked for not wanting to go out and get drunk with colleagues.

Socialising with teams outside of work can go a long way in building morale and healthy relationships. But one Paris-based consulting firm, who boasted of their “fun” environment,
took things too far with nights out becoming outright toxic.

Thankfully, when the case went to appeal, it was found that the company had no lawful reason for dismissal and ruled that the employee – Mr. T – essentially had a right to be ‘boring’.

Peninsula’s HR Advice & Consultancy Director Kate Palmer outlines what UK employers can learn from this case:

“Workplace culture is a driving factor for many companies when it comes to recruiting and retaining staff. Some employees love being able to bring their pets into work. Maybe some enjoy playing foosball or pinball machine. And some may enjoy going out for a drink with colleagues after work.

“In fact, for some workplaces, a heavy drinking culture can become embedded. The Wolf of Wall Street film and 60’s era series Mad Men conjure up rather extreme depictions of such workplaces…

“But with Christmas just around the corner, and it being the first in several years without the risk of an impending lockdown, many employees will likely be partaking in more alcohol-fuelled activity.

“It’s best to make sure your celebrations and outings are not centred around alcohol. Whilst a tipple or two is generally acceptable at work parties, be mindful of employees who are underage or who choose to not drink, whether for religious, medical, or purely personal reasons.

“Forcing activities on your employees – and this is particularly prevalent at this time of year with Secret Santa gift swaps, Christmas jumper day, parties, etc. – could offend or accidentally exclude some people. Therefore, it’s always best to make them optional.

“Perhaps the main thing to consider is that whilst a fun work environment might sound like just the ticket, there are very subjective views on what this actually entails. Mr T. didn’t enjoy the excessive consumption of alcohol and the “humiliating and intrusive practices” that some of his colleagues participated in – and that’s totally understandable.

“As with most things, there is no one-size-fits-all approach when it comes to instilling the ‘perfect’ workplace culture. That’s why it’s important to have frequent 1-2-1’s with employees to ensure that their feedback and concerns are heard and addressed wherever possible.”