Iced coffees in interviews: An employment law take on the viral discourse

12 October 2026

This week, there has been a topic all over the news (and people’s For You pages) surrounding the concept of bringing an iced coffee to a job interview.

While this may seem like a crazy concept to some people, others argue that bringing an iced coffee to an interview shows preparation, as after all, the interviewee has had the time management skills to go and grab a coffee and end up at the interview on time.

For employers, it is imperative that they understand what they can and can’t say no to during the interview stage.

What is the iced coffee discourse?

As with the vast majority of discourses, this debacle began on TikTok when a recruiter shared their two pence on people attending an interview with an iced coffee in hand.

They said that it could be viewed as if the interviewee didn’t have enough time to finish their coffee on the way into the interview, or that the interview appears as if it is just a stop along a list of daily errands.

Some people believe that it is truly a sin to turn up to an interview with an iced brown sugar oat shaken espresso in hand, saying that it is unprofessional and distracting, with some people online even going as far as saying it is an ‘ick’ to leave the condensation on the table.

On the other hand, some people believe that this is a major overreaction, saying that employers should be focusing on what an interviewee has to say in an interview, rather than their choice of drink.

There is also a gender and age conversation arising, as an iced coffee is something that is typically associated with Gen Z women, whereas if this conversation were focused on a hot coffee, which is typically seen as more masculine, there wouldn’t be as much discourse.

While there is no right or wrong, employers do need to consider the implications of saying no to an interviewee just because of their drink choice.

What does the law say on iced coffee in interviews?

Online, everybody is sharing their own opinions. Employers need to turn off their TikTok and look up the law before they make up their minds on the iced coffee debate.

Under the Equality Act 2010, not hiring somebody because they bought an iced coffee is not necessarily considered a breach of the law.

The Equality Act only protects candidates from discrimination based on the nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

However, mind should be paid to the aforementioned comment that an iced coffee is typically seen as something for Gen Z women. If an employer is saying no on the basis that they are presenting as a typical Gen Z woman, this could be seen as discrimination.

Additionally, if a candidate bought the drink due to an accessibility need, such as needing a specific drink with sugar in it to manage a health condition.

If an employer rejected them because of it, this could potentially be a case of disability discrimination or a failure to make reasonable adjustments.

In England and Wales, employers have a freedom of choice when they are deciding who they will hire and they are entirely within their rights to reject a candidate based on judgements.

This could be perceived professionalism, attire, body language or interview etiquette. If an employer sees an iced coffee as too casual or disrespectful, they are legally allowed to act on that basis.

What should employers do about iced coffee in interviews?

Understanding what to do during an interview is imperative for employers who want to ensure that their recruitment process is fair, consistent and legally compliant.

While an iced coffee itself is unlikely to create an employment law issue, employers should be cautious about allowing personal preferences or assumptions to influence recruitment decisions.

If an interviewer finds a candidate’s drink choice distracting or considers it to be too informal, they should consider whether the same standard would be applied consistently to every candidate.

Employers should also be mindful of the distinction between disliking a particular behaviour and making assumptions about the person displaying it.

A candidate should not be treated less favourably because an interviewer has made assumptions about their age, sex, disability or another protected characteristic based on something as harmless as what they are drinking.

Most importantly, recruitment decisions should be based on factors that are relevant to the role. Qualifications, experience, skills, performance at interview and the candidate’s ability to meet the requirements of the position are all more meaningful considerations than whether they arrived carrying an iced coffee.

Employers should therefore consider having clear and consistent interview criteria in place.

This can help interviewers focus on the candidate’s suitability, rather than subjective factors which may have little relevance to their ability to perform in the role.

How can Mander Hadley help?

In the face of the online discourse, employers need to have their interview policies up to date to ensure that they remain in line with requirements set out in the Equality Act.

At Mander Hadley, our team of employment law solicitors are here to support employers through every stage of the hiring process, including policies and procedures surrounding interviews.

If you have been faced with a moral panic on iced coffee in an interview, it may be advisable to reach out to a solicitor to guide you through the complexities.

Has the iced coffee controversy given you some employment law questions? Get in touch with our team for support.