Reworking The Future Of Work: Alex Clapp Of Claritee On How Employers and Employees Are Reworking Work Together
An Interview with Karen Mangia
Alcohol free inclusivity: More companies are moving away from traditional boozy networking to include everyone. Claritee’s own events prove you can have connection and celebration, without alienation or hangovers.
When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works. As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure of interviewing Alex Clapp.
Alex Clapp is a seasoned entrepreneur and the founder of both County Cost Consultants and Claritee, a wellness led platform pioneering alcohol free corporate events. After his own recovery journey, Alex has become a passionate advocate for mental health, inclusion and culture change in the workplace. His mission is to create environments where people feel seen, supported and empowered to thrive.
Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.
One life experience that profoundly shaped me occurred during a moment of personal crisis, when my eyesight began to deteriorate. As an entrepreneur running County Cost Consultants, I wasn’t prepared for that kind of blow. It triggered an internal collapse which led me to lean into addiction, trying to shield myself from the emotional and physical uncertainty. It was a painful period, yet it forced a seismic shift in how I viewed my work, my values and myself. That crisis propelled me toward recovery and ultimately inspired the creation of Claritee. I learned that strength isn’t about maintaining control, it’s about embracing vulnerability and getting real about who you are.
Another defining moment came when I became a father to my son, Marcus. Becoming a dad grounded me more than any business achievement ever could. In the early days of my addiction, I nearly lost our connection. When I finally re-emerged from those darkest moments, reconnecting with Marcus became my proof of what change could look like. His presence and unconditional belief in me gave me the purpose to build my life back up.
Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?
What will remain the same is the core need for human connection. No matter how much tech advances or how much AI evolves, workplaces will still thrive, or struggle, based on the quality of relationships between people. Trust, purpose and shared goals, those elements will always be foundational.
What will be different, however, is how we create that connection. We’re already seeing the decline of rigid office based structures and traditional hierarchies. In 10–15 years, the workforce will be more fluid, with hybrid and asynchronous work as the norm. Companies will have to compete not just on salary or benefits, but on culture, how they support wellness, diversity of thought and flexibility. Leaders will be more emotionally intelligent, and inclusivity such as alcohol free environments, will no longer be a niche concern, but a mainstream expectation.
What advice would you offer to employers who want to future-proof their organizations?
My advice? Start with people, not processes. The future of business is about creating environments that make people feel safe, seen and supported. If you want to future proof your organisation, you must nurture psychological safety. That’s where long term loyalty stems from.
Also, don’t underestimate the need to be flexible and open minded. Things like sober inclusive spaces, mental health support or purpose led working aren’t “trends”, they’re transformations. Companies that don’t invest in holistic wellbeing, or that fail to move with the cultural shift away from outdated working models, will lose relevance and talent.
What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?
One major gap will be authenticity versus appearance. Employees are increasingly craving workplaces that walk the talk, offering real flexibility, true mental health support and inclusive environments. Employers may still be stuck offering surface level benefits, while overlooking the deeper cultural changes people are asking for.
To close that gap, employers need to listen, genuinely, and co-create solutions with their teams. Pulse checks, feedback forums and transparent leadership conversations help build a culture of inclusion. Let your people shape the future of the workplace with you. Don’t focus on ticking boxes; but building trust.
A few years ago, we simultaneously joined a global experiment together during COVID called “Working From Home.” How will this experience influence the future of work?
COVID gave everyone, from CEOs to interns, a collective pause. It forced us to reevaluate what truly matters. Suddenly, commuting five days a week or being tied to a desk felt archaic. We learned that output matters more than presence, and wellbeing must be prioritised.
In the future, the default won’t be in office, it’ll be intentional. If people come together physically, it will be with purpose. More importantly, the pandemic opened up dialogue around mental health, burnout and work life integration. That conversation isn’t going away, it’s only getting louder, and leaders need to lean into it.
What societal changes do you foresee as necessary to support a future of work that works for everyone?
We need to dismantle the cultural stigma around mental health and addiction, especially in the workplace. Until vulnerability is normalised and support is embedded into company culture, many people will remain unseen and unsupported.
We also need better infrastructure for flexibility such as accessible childcare, fair pay for remote workers and mental health services that aren’t just lip service. Societally, we must shift from equating worth with productivity. Work should be a part of life, not the definition of it.
What is your greatest source of optimism about the future of work?
Young people. My son and his generation are already showing us a different way. They’re not subscribing to the “work hard, play hard” model that prioritises alcohol, burnout and bravado. They want purpose, balance and meaning…and they’re not afraid to ask for it.
That gives me hope. I’ve met so many founders, HR leads and employees who are shifting things from the inside out. People are waking up to the idea that success isn’t about performance alone but about wellness and impact. The more this grows, the brighter the future looks.
What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?
There’s an emerging wave of companies moving toward proactive wellbeing rather than reactive responses. That means preventative wellness education, integrated mental health apps and alcohol free events that promote genuine connection over performative celebration.
At Claritee, we champion immersive experiences that don’t revolve around booze. We create inclusive social settings that cater to everyone, no matter their reason for not drinking. These initiatives are less about restrictions and more about freedom. When people feel they can show up as themselves, they thrive.
For a while it seemed like there was a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?
The message is loud and clear, people aren’t willing to sacrifice their wellbeing anymore. Workers want purpose, respect and balance. If they don’t get it, they’ll leave. And not just leave, they’ll build better elsewhere.
Company culture must evolve from top down control to collaborative empowerment. Leaders need to be visible, vulnerable and engaged. Culture isn’t a “people” issue, it’s a business imperative. The organisations that survive and thrive are the ones that treat their people like humans, not headcount.
Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”
1. Alcohol free inclusivity: More companies are moving away from traditional boozy networking to include everyone. Claritee’s own events prove you can have connection and celebration, without alienation or hangovers.
2. Purpose driven team fundraising: When people rally around a shared cause (like mental health or social equity), it unites them beyond KPIs. We’ve seen this at Claritee events where team fundraisers create long lasting bonds.
3. Personalised wellbeing options: One-size-fits-all doesn’t cut it. From gym memberships to therapy subscriptions, employees want wellness that matches their life, not the company’s spreadsheet.
4. Vulnerable leadership: Leaders sharing their struggles creates space for honesty. When I opened up about addiction and sight loss, it unlocked deeper engagement across my network.
5. Flexible, hybrid models: Work is no longer a place, it’s a state of purpose. People want autonomy to manage their energy, not just their time.
With AI and automation reshaping industries, what role do reskilling and upskilling play in preparing employees for the future? What can companies do to help their workers transition into new roles created by AI?
Reskilling is essential. With AI taking on repetitive tasks, humans need to level up in emotional intelligence, creativity and strategy. That’s where we’ll bring the most value.
Companies should invest in continuous learning, not only on random training days. Offer resources that align with personal development and professional output. Let people explore their interests and build new capabilities, because curiosity breeds innovation.
As AI takes on more administrative or operational tasks, what will the role of managers look like in the future? How can leadership evolve to focus more on innovation, emotional intelligence, and strategic vision?
Leaders will need to shift from taskmasters to visionaries. Emotional intelligence will be a leadership non-negotiable. Being able to understand, inspire and align people is what will separate good from great.
We also need leaders who model balance, not burnout. Who champion human values over robotic outputs. The future leader must be strategic but also empathetic, self-aware and real.
With AI streamlining many processes, do you think employees will have more freedom and flexibility to achieve a better work-life balance? How can companies leverage AI to support employee well-being in new ways?
Yes, AI can be a powerful ally for balance, but only if we let it. Automating repetitive admin frees up time for creativity, strategic thinking, and, crucially, rest. The risk is if we use AI to push people harder, not smarter.
Companies should use AI to track wellbeing indicators, reduce burnout signals and personalise support. Imagine receiving prompts tailored to your stress levels or energy dips, that’s using tech to serve humanity.
I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?
“The best thing about rock bottom is the rock part. You discover the solid bit of you. … At our lowest we find the solid ground of our foundation. And we can build ourselves anew.” — Matt Haig
This line resonates deeply with me. Hitting rock bottom wasn’t the end, it was the moment I found the unbreakable part of myself. That foundation, born from hardship, became the starting point for something better and more authentic. It reminds me daily that strength is forged in adversity.
We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.
Steven Bartlett. I admire the way he fuses business with emotion, vulnerability and mental health advocacy. He’s unapologetically authentic and isn’t afraid to challenge traditional business narratives. I’d love to connect and share how Claritee is championing a similar shift toward inclusive, sober aware spaces in the corporate world.
Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?
https://www.linkedin.com/in/alexclapp/
www.clariteegroup.co.uk
Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.
Reworking The Future Of Work: Alex Clapp Of Claritee On How Employers and Employees Are Reworking… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.