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Some businesses have taken the drastic step of cancelling their Christmas celebrations this year. In some cases this is to cut costs, or to avoid appearing insensitive following recent redundancies. However in other cases it has been as a direct result of employers experiencing problems with employees at such parties in previous years.
The Christmas party can be an employment law minefield, but cancelling it can have a very negative effect on morale for years to come! So, if you are determined to party on and finish the year on a positive note, here are a few tips to help ensure that the festive celebrations are enjoyed by all:
Tip 1 - Be aware of your responsibilities
Remember that as an employer, you are liable for the acts your employees carry out at the Christmas party, because any such incident will be deemed to have occurred ‘in the course of their employment’. If you face a claim following an event which occurs at your party, in order to successfully defend it, you would need to be able to demonstrate that you had taken all reasonable steps to prevent the alleged conduct from occurring.
Tip 2 - Plan carefully
Choose the event with all employees in mind. Non–Christian members of staff should be invited to join in with the festivities, but not be forced to do so. Certain employees’ religion may ban the consumption of alcohol or specific foods, so give careful thought to the catering so that everyone will enjoy the occasion.
Tip 3 - Reminder before the event
Prior to the event, remind employees that the party is technically a work-related activity and that the normal rules of behaviour apply. Most reasonable people understand that the event is not an excuse for drunken behaviour, fighting, sexual harassment, bullying, vandalism and drug-taking…. unfortunately a tiny minority believe that they will get away with it if they are wearing a paper hat and brandishing a cracker!
Tip 4 – Alcohol awareness
If you are providing your staff with alcohol, you should take steps to ensure that they will not drive after the party if they are over the legal drink-drive limit. Consider arranging coach transport home, or setting a limit on the amount of free alcohol you provide.
Tip 5 – Deal with issues fairly
Sometimes, no matter how carefully you plan, things do go wrong and employee behaviour can get out of hand, as many an employee with a post- party black eye will testify. In these cases, always investigate fully and use your disciplinary procedure fairly as if the incident had occurred in the workplace.
We hope that you have a great time and that the Christmas party is memorable for the right reasons, however if things don’t go to plan and you require further advice, contact Ben Mason on 01827 317070.
