First published on Monday, April 27, 2026
Last updated on Monday, April 27, 2026
42% of British workers have come into work hungover or still drunk
May is a danger month for alcohol consumption. Warmer weather and more bank holidays mean 12 million more units of alcohol are sold in May than the average month. With the World Cup around the corner too, employers should keep an eye out for red flags. These can include absenteeism, dips in productivity and low mood (over and above the World Cup emotional rollercoaster).
If you suspect an employee is under the influence, it’s your employer duty to ensure they’re not endangering safety, health and welfare at work. But remember, employees with a drink problem have the right to confidentiality and support, as with any other medical or psychological condition. Disciplinary should be a last resort, and dismissal may be found to be unfair if you haven’t attempted to help them. Get a policy in place to prevent problems, identify issues early, and provide confidential support. An Employee Assistance Programme (EAP) is a great place to look for round-the-clock, personalised wellbeing support.
£400k for worker who was owed 827 days of holiday pay
The commercial manager had gathered annual leave over 25 years, after having holiday refused and agreeing to be paid for it instead. A new board of directors questioned the agreement, ultimately unfairly dismissing the employee. The worker hadn’t been notified of charges or evidence against him. He also wasn’t given an opportunity to represent himself at a disciplinary hearing or appeal. He received nearly £392k for holiday pay owed and an unfair dismissal award of £91k.
Paid annual leave is an employee right, and not taking it is a health and safety risk. Under the Working Time Regulations, you need to make sure your employees take their leave. Think about a robust policy around requesting, approving, and carrying over holidays. Under the Employment Rights Act 2025, you need to keep records of annual leave and holiday pay in case of inspection. You can find out more in the BrightHR Employment Rights Act Survival Guide.
CEO gets hiring help from taxi driver
In a recent podcast, Duolingo CEO Luis von Ahn revealed a surprising hiring test. He judged his candidate on how they treated their driver from the airport to Duolingo HQ. “Our belief is if they’re going to be mean to the driver, they’re probably going to be mean to other people, particularly people under them,” von Ahn said.
Although this makes for an arresting headline, unusual interview practices can carry risk. You need to make sure your interviews are detailed, structured, and fair. Prospective candidates have been awarded thousands for discrimination at interview stage. If you’re not keen on one-to-one interviews, you could use a selection panel with line manager, potential co-workers, and a senior employee. Or assess candidates side by side in group interviews. To make your candidates are treated fairly, check out the BrightHR Turbo Talent Navigator.
And that’s a wrap from me. Tune in next time for my take on the latest headlines and employment law stories, helping keep your business ahead!
