Friday, 30 November 2018 14:31

Christmas Party Time

Rate this item
(2 votes)

With the festive season officially starting tomorrow on the 1st December it’s time for our annual reminder about responsibilities at the company Christmas party. The key point to remember is that even when it’s held off-site and outside normal business hours, your work’s Christmas Party is deemed as an extension of work.

There’s as much, if not more, reason for employers to take their responsibilities towards their employees seriously, particularly when alcohol is involved and staff are in a relaxed, high spirited environment.

There have been numerous cases of unwanted sexual harassment at work events over the years. These coupled with the #Metoo movement have made it more pertinent than ever to ensure your staff fully understand that behaviour that is considered to be unacceptable in the workplace, will be treated with equal gravity if it occurs at the party. This includes sexist remarks or intimidating conduct by any member of staff, no matter how senior.

Its right to reward your team for their hard work throughout the year, and Christmas presents an obvious opportunity for this. It makes sense to take advantage of the festive atmosphere and a party or event can also work as a team building exercise.

Our top tips will help ensure your Christmas event goes swimmingly:

  • No-one wants to be a killjoy, but a reminder of the expected standards of behaviour is a good idea. An informal word from a line manager to remind staff that they will still be under work ‘rules’ will probably suffice. If you think it’s required however make a more formal notification.
  • Make sure that anyone who chooses not to attend the party for whatever reason isn’t disadvantaged. If partygoers get extra time off work make sure that non-partygoers get time off too, even if it’s taken at another time.
  • Whilst Christmas is a Christian Religious festival, the Christmas party should be seen as morale booster or team building event whereby employers thank their staff for their hard work and loyalty. As such your celebrations should be designed to include all staff and so should cater for different religions and beliefs
  • Alcohol is likely to feature in most parties and with it comes its own raft of complications. Making soft drinks available should go without saying but if your venue of choice is a pub, its association with alcohol may prove offensive to some.
  • Think about briefing speakers or entertainers beforehand to ensure that their material is suitable and won't cause offence or breach the Equality Act 2010. Think of any staff members’ health conditions too.
  • People can become less guarded about what they say or do after a drink or two. Even if it’s not intended to be malicious or offensive, a throwaway comment or action by a member of staff can still be received as such by another. As an employer you have a duty of care to protect your staff from inappropriate behaviour from other staff.
  • Consider the risks attached to accepting offers from employees to provide food; not just around food poisoning but religious and allergy issues too. Sticking with external venues and caterers may be a safer option.
  • Your duty of care should extend to getting staff to and from the venue safely. This may mean organising taxis or buses so that no-one is tempted to drink and drive, and vulnerable people aren’t walking home alone.
  • You may want to time the party to minimise impact on workers the following day. If you employ drivers for example, a Friday night party will mean staff are less likely to need to drive the following morning when they might still be under the influence of alcohol.
  • If you plan to dock worker’s wages for failing to turn up for work or for turning up late the following day, make sure that clause exists in your staff handbook or contracts of employment or you may expose yourself to a ‘Breach of Contract’ claim.

Despite these considerations, remember to enjoy yourselves and have a good time; which will be easier to do if your party runs incident free.

For support with implementing anything mentioned here, or for help dealing with the aftermath of your Christmas Party, please call us on 01452 331331 or email us at This email address is being protected from spambots. You need JavaScript enabled to view it. 

 

Read 87 times Last modified on Friday, 30 November 2018 15:37

IN A NUTSHELL

HR Champions provide first class HR and Employment Law support and advice to UK businesses; operationally and strategically. If you're an employer you'll potentially need some, if not all, of the services we offer.

We deliver excellent management and soft skills training suitable for all organisational levels. We are ILM and City & Guild accredited and Ken Blanchard approved.  

FIND US

ukmap

 

We are located in Gloucester in the West of the UK close to the M4 and M5 corridors. For a precise map and directions find us on Google Maps

We have clients all over the UK but predominantly within about an hour's drive time of our offices; in Gloucestershire, South Gloucestershire, Worcestershire, Bristol and Swindon & Wiltshire.