Q: One of my employees takes his lunch at the same time every day, regardless of what’s going on in the office. If we have an unexpected 1 p.m. deadline, he’ll leave exactly at noon, knowing the rest of the team is left shouldering the work. I know everyone is legally entitled to their breaks, but I think it shows a poor work ethic and lack of awareness. What should I do next time?

A: First, have you talked to this employee about his behavior and about having some flexibility? If not, here’s my main concern: There are people who need to eat at a prescribed time because they are diabetic, on medication, or have some other condition unknown to you. Many people have legitimate reasons for taking their breaks at a specific time each day, so make sure you consider and address this possibility.

But it’s within your role as manager to have a conversation with your employee about this issue. Don’t wait until the next time it happens — have that conversation now: “I know you take your lunch at noon, and sometimes this poses a hardship for the team. For example, the project last week was a big push for us; I’m not sure you were aware that we could have used your help.’’ Don’t accuse him of a poor work ethic or lack of awareness, just state those facts. He then has the opportunity to clarify whether he needs — or just likes — to take his lunch at a certain time. He isn’t required to tell you specific medical details, but if he needs to keep a strict schedule for health purposes, communicate your understanding.

If he simply prefers to take lunch each day at noon, that is a different conversation, and you need to know if this employee will honor an all-hands-on-deck request in the future. While you are correct in saying that employees are legally entitled to breaks, state laws differ, and meal breaks often don’t come into play until after five or six hours on the job. In any case, it’s reasonable to expect employee flexibility.

Many people are oblivious to coworkers and the effect their behavior has on them. In this case, you need to make this individual aware. How did the rest of the team know that they should stay and help? Whatever form of communication works for them needs to work for this individual, too. If he’s walking out the door an hour before deadline and you say, “Could you stay and help with this project?’’ his response will guide your approach to the situation. If he says, “I’m so sorry, I didn’t realize, I’m happy to stay,’’ then you know the issue was just one of awareness. If he says “no,’’ don’t argue with him at that moment. Instead, plan a future conversation. An occasional one-hour lunch delay shouldn’t cause much resistance. But a multiple-hour delay on a regular basis says plan better or provide lunch for everyone on site.

Also, look at your role in this situation. As manager, are you clear about needing the team’s extra assistance or is it an unspoken expectation? Don’t expect your team to read your mind.

If this is a regular or widespread occurrence, it might indicate a cultural issue. If there’s always a rush deadline, your employees might be immune to it, or your office environment might not be that cooperative. These underlying issues present a larger concern than just one person being a stickler about lunchtime.

Elaine Varelas is managing partner at Keystone Partners, a career management firm in Boston, and serves on the board of Career Partners International.