Twelve Rules for the Company Christmas Party
The Christmas party is a great way to celebrate and reward the hard work of the previous year. Alcohol, mixed personalities, and office chat can cause a hangover for employers that can last well beyond the morning. Here are a few rules to follow.
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Discourage workplace gossip.
Work social events may lead to office gossip. Employers should remind employees that workplace gossip can be harmful to others and is not encouraged.
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Avoid making promises.
Alcohol can loosen the tongue. Managers must avoid talking about work-related issues such as performance, promotions or remuneration with anyone. Employees will not rely on promises made informally.
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Set boundaries.
Employment Tribunals can use Christmas parties as a springboard for claims. Employers must provide written instructions to employees on acceptable standards of conduct and possible disciplinary sanctions.
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Prevent harassment.
Even if the Christmas party is held in a different location outside of work hours, it can still be considered a part of the workplace. Employers are now legally required to take reasonable measures to prevent sexual harassment at work. Employers should develop an anti-harassment program and provide relevant training for staff before the Christmas party. They can also implement preventative measures during the event.
If there are any complaints of harassment, the normal grievance and disciplinary procedures should be followed and an investigation should be conducted upon return to work.
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Invite everyone.
Employers should invite everyone, including those who are on sick leave, maternity or other leave. This will prevent any suggestions of discrimination. There should not be any pressure on employees to attend, if that is what they want, such as for religious reasons.
Remember that employees might be unable to attend if the party falls outside of normal working hours. Employers should not discriminate against employees’ partners if they plan to invite them.
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Watch alcohol consumption.
Free bars can encourage excessive drinking. Alcohol-fueled behaviour, such as violence, can be considered gross misconduct and lead to dismissal.
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Be inclusive
Not everyone drinks alcohol. Alcohol-free alternatives can help create a more inclusive environment.
Employers must also be aware that certain employees may not be able to eat certain food due to their religious beliefs. Therefore, any special dietary needs should be met.
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Remind staff about social media.
Photos from the Christmas Party can easily end up on the internet. It is important to remind employees about the social media policies of their employers and what happens if they bring them into disrepute.
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Get employees home.
Employers may want to make it clear that, although the party is a continuation of the work environment, they do not endorse or fund the continued celebrations.
Employers can also be held responsible if their employees drive home. It is therefore a good idea to give advice on drinking and driving, provide transport home or communicate public transport options.
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Monitor absentees
Employers must make sure that their annual leave policies are easily accessible. Employers should let their staff know that if the Christmas party falls on a day of work, they are expected to come in as usual the following day unless leave has been booked.
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Beware of the ‘Secret Santa.
Employers might want to tell their employees to avoid offensive humor, because it can be construed as harassment.
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Make sure your insurance is current.
Before social events, employers should ensure that their insurance policies and employer’s liability coverage are current.
Ethan Diver is a solicitor at Taylor Walton Solicitors www.taylorwalton.co.uk
HR News published the first version of the article 12 Rules for the Company Christmas Party.
