The Christmas Party – What’s The Worst That Could Happen?

Photocopying bums, badmouthing the boss and drinking too much!

Christmas party season is upon us and for some it’ll be a night to remember – but for others, it could be one to forget!

It’s a great time for your team to blow off some steam, bond outside of work and get to know each other without targets and deadlines looming. But it can end up with uncomfortable conversations afterwards if it gets out of control.

 

So, Who Is Responsible for What Happens at a Christmas Party?

YOU…the employer!

This is due to the Christmas party occurring “in the course of employment.”

As an employer, you have a duty of care, so you are still responsible for your employee’s actions.

Therefore, we’ve reflected on some horror stories from Christmases past, to put together a few tips on how you can put on a great party that everyone will love:

• Communicate: Issue a reminder to employees in advance of your Christmas party or similar work-related event, that normal rules of behaviour apply, even off the premises, and that the party venue is an extension of the workplace.

• Reminder of policies: Remind employees about adherence to ALL policies and procedures, and that any inappropriate behaviour is considered in the same way as working hours.

• Don’t break the law: Remind employees not to drink and drive and to make suitable arrangements to get home if they want to drink (consider the use of organising a minibus to pick up and take people home).

• Unauthorised absence: Inform employees that overindulging, doesn’t excuse them from coming into work the next day.

• Invite everyone: Don’t forget to invite employees who are on family friendly leave or long-term absence.

• It isn’t compulsory: Do not make it compulsory to attend. It might clash with non-Christian religious dates and some people might not want to socialise outside of work and this should be ok.

• Underage employees: If you employ those under 18, you need to ensure the venue allows under 18s and stocks up on soft drinks.

• Access for all: If you employ disabled employees who have access requirements, you need to ensure the venue is fully accessible.

 

At the risk of sounding like a party pooper, drink fuelled behaviour is the root cause of managers time the next working day, so it is important to ensure the above points are considered.

But most of all, enjoy yourself!

 

Hallidays HR wishes you a cheery party and a Happy Christmas

 

How Hallidays HR can help

If you would like to discuss any of the above in more detail, then please do not hesitate to contact us on 0161 476 8276 or email. And of course, visit the website: Hallidays HR Website and our LinkedIn page: Hallidays HR LinkedIn