If a potential employer asked you too many personal questions during the job interview or arrived late to your meeting, what would you do? Run a mile? Or not even blink?

Like in the dating world, glaring red flags like a lack of diversity or toxic working culture are usually quite easy to spot – and therefore avoid. But it’s the subtler, murkier ‘beige’ flags that can send us into a spin. Defined as habits or behaviours that come across as a little weird or quirky, but don’t seem to harm the working relationship, beige flags have us wondering things like: Is it really so bad if you’re expected to work through lunch occasionally? Aren’t long hours and a heavy workload normal?

According to future of work expert and co-founder of Flexa Molly Johnson-Jones, it doesn’t have to be difficult to distinguish between the two. Below, she shares her top tips for dealing with some of the most common workplace beige flags, and how to tell if they’re escalating into red ones.

Be wary of: “We’re not a team, we’re a family”

“While employer intentions might be nothing but good here, using the word ‘family’ in the workplace can be uncomfortable for some,” explains Johnson-Jones.

“It can blur the line between home and work, and imply an expectation that teams have an unhealthy level of commitment to work. This can make it difficult for staff to set boundaries that protect their time outside of work. So take note when employers seem to be pushing the ‘work family’ agenda, and consider whether casual references are starting to negatively impact workplace culture – beige turns to red pretty quickly when your ‘work family’ thinks you owe it to them to work overtime.”

To help avoid this, Johnson-Jones says that job descriptions can act as an early warning system. Be wary of references to ‘work family’-oriented cultures, as well as preferences for “rockstar” or “ninja” candidates. 

Clarify unclear boundaries

“Even if a manager makes it clear that they don’t expect an immediate reply when they message their team outside of individuals’ working hours, it sets a poor example and invades personal time,” she says.

“Switching off from work is essential for rest and good mental and physical health. Regular work-related notifications disrupt this crucial downtime, and may lead workers to feel pressure to respond off the clock, even if emails come with a questionable ‘beige’ note to say that it’s one for the morning. Employers that promote work-life balance and inclusivity should be able to offer clearer understandings of the company’s expectations, as well as the roles and responsibilities.”

Question vague flexible working policies

Flexible work can empower individuals with different working needs to thrive. But offers of “flexible work” on job descriptions which come with limited information, or information which isn’t backed by employees’ experiences, can be a beige flag. 

“A lack of transparency around companies’ flexible working policies can enable employers to wriggle out of accommodating flexible working requests, or lead employees into roles where, in reality, they’re made to feel uncomfortable for asking to work differently, or seen as less committed and alienated by the rest of the team for doing so,” says Johnson-Jones.

To really benefit from flexible working, you need to have a crystal clear understanding of a company’s policy: How many days can you work from home, and are office days set? What hours are you expected to be available, and is there any flexibility around this? What about any additional flexible working benefits you might need? Don’t be afraid to ask management for clarity if you’re not sure. For job candidates, it’s even better if employees’ own stories, told through LinkedIn posts or company blogs, for example, match up to the employer’s account.

Look past superficial wellbeing offerings

Bean bag-filled break spaces and team yoga is all well and good, but it’s a cause for concern if your employee well-being offering doesn’t go any further than that, and potentially a beige flag if prospective employers don’t advertise more robust mental health and wellbeing support.

“Not all employers feel comfortable shouting about these kinds of benefits, so it’s worth checking a trusted source like Flexa, where companies who offer genuine wellbeing support and wider benefits are also loud and proud, rather than ‘beige’ about it,” advises Johnson-Jones.

“At Flexa, our all time data points to a 44% increase in the number of job seekers looking for mental health support, and a 24% increase in job seekers looking for wellbeing allowances at companies. Robust mental health and wellbeing support should be available when you need it - whether you’re based in an office or elsewhere.”

Images: Getty