As the weather hots up , the urge to enjoy a refreshing cold beer on your lunch hour is only too tempting.

With so many bars to choose from in London, the temptation can often be just too much.

Next time you are about to buy the small glass of Chardonnay over the Coca-Cola, however, you may want to think again, as it could cost you your job.

Attitudes to drinking whilst at work vary from employer to employer.

According to Wales Online , Angharad Aspinall, employment lawyer at Cardiff and London based law firm, Capital Law explains it depends on your job.

"I don’t think anyone could argue that it’s a good idea for a pilot to be having a pint during a shift," says Ms Aspinall.

"An employee who is required to adhere to additional health and safety requirements would be expected to be more stringent with alcohol consumption.

"If that one (or more) pint at lunch could potentially risk the health and safety of those around you, or in your care – you might be putting your job, as well as other people, at risk."

Is there any leeway?

"One very grey area when considering drinking during working hours – what if your boss is there having a pint with you?" says Ms Aspinall.

"What if they’re the ones telling you to go and blow off some steam and enjoy the weather?

"Can they still penalise you?

"If the employer has previously condoned employees drinking at lunchtime they would find it very difficult to argue that if you do just that, you should now be fired for it."

There could be disciplinary action where an employer can prove that an employee has breached the policy and consumed alcohol at lunchtime.

It does however completely depend on circumstances as to whether it would be reasonable for the employer to dismiss the employee.

"It’s also important to remember that there’s a difference between that one pint at lunch and an employee with an alcohol problem," adds Ms Aspinall.

"In the latter situation, we often recommend the employee should be given help and assistance.

"A failure to do so could also render any resulting dismissal unfair."

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