Bao Trang, 22, an intern a design company in Ho Chi Minh City, is facing a dilemma over the cost of “afternoon tea culture.”

In her early days, colleagues would treat her to drinks, but soon she had to pay for herself, spending VND60,000-70,000 (US$2.3-3) a day. Almost her entire monthly stipend of around VND3 million thus goes toward eating and drinking with coworkers. Nevertheless, she continues to participate out of fear of being labelled “unsociable” or being excluded.

What was once seen as a harmless bonding ritual has become an uncomfortable and difficult-to-address issue for many office workers. Many new employees described it as a financial strain.

Recently, a social media video discussing the pressures of “afternoon tea culture” attracted tens of thousands of comments. On Threads, discussions about the “pressure to contribute to the afternoon tea fund” have drawn nearly 100,000 interactions, highlighting how widespread the concern has become.

The 2025 Social Culture Report found that more than a third of employees globally feel uncomfortable about being pressured to attend workplace gatherings, with Gen Z reporting the highest levels of stress.

Nguyen Thi Thu Huong, a financial advisor at FIDT Investment Consulting and Asset Management JSC, suggests high-pressure office environments increase the desire for comfort food and “herd mentality” often overrides individuals’ actual needs in favor of fitting in.

From a management perspective, HR expert Bui Doan Chung, founder of the Vietnam HR Community, says the afternoon tea habit has two sides: easing stress and fostering internal understanding on one hand and becoming burdensome for newcomers and creating space for gossip that crosses professional boundaries on the other.

But when organized with respect and inclusivity, the practice can have positive effects, he thinks.

For Chu Linh, 24, in Hanoi, afternoon tea is an opportunity to connect. So she places orders for 10 to 30 colleagues twice a day, even creating chat a group for them to select items to avoid wasting time.

When she cannot afford to pay or simply does not feel like participating, she declines and the rest respect that choice. “Many times, my senior colleagues have treated me,” she says, adding that the short breaks help her learn from others and resolve professional challenges.

Tu Hao, 35, in Hanoi once avoided gatherings since she was maintaining a strict diet. She then shared her dietary preferences with colleagues. “Once everyone understood, they proactively chose healthier options so I could join,” she says.

From a managerial standpoint, Tran Tuyet, 32, HR manager at a media company in Ho Chi Minh City, believes businesses can play a proactive role.

With 90% of staff aged between 20 and 25, her company has set up a shared pantry area for preparing light snacks. “Instead of ordering from outside, employees are encouraged to contribute snacks to a communal cupboard,” Tuyet says.

The company also provides designated social space to avoid disturbing those who are working. Financial advisor Thu Huong To suggests that to address the spending challenge, employees should set aside 10-15% for entertainment upon receiving their salary.

“When the entertainment fund runs out, you simply stop attending snack gatherings. This approach helps control finances without feelings of guilt.”

For those wanting to say “no” without offending colleagues, Hanoi-based communication expert To Quynh Mai suggests declining the situation, not the person. Setting polite boundaries early on is key, she warns.

She recommends responses such as “I’m cutting back on sweets, but I’ll still join everyone to chat,” and “I’m managing my spending right now, so I won’t participate regularly, but I’ll join on special occasions.”

Maintaining consistency helps colleagues understand personal boundaries and reduces the need for repeated explanations.

Ultimately, HR expert Bui Doan Chung emphasizes, if afternoon tea is intended as a team-building activity, organizations should plan it properly and allocate a transparent budget. “An organization can only develop sustainably when its activities focus on meaningful outcomes and respect diversity.”