Christmas parties are an opportunity to show staff that you appreciate them and also a way of boosting morale. However, no matter how much time is spent planning the Party, you can find yourself managing the HR issues often well into the New Year. Based on my experience I have listed some problems parties can create and tips on how to avoid them!
What if an employee gets drunk at the party and wants to drive home?
You may think that you do not have responsibility for what an employee chooses to do on a night out. You do, you have a “duty of care” for employees and as the event is organised by the company, you should take responsibility and at the very least, encourage your employees not to drink drive.
Think about the timing of the event so that people are able to use public transport and you could circulate numbers of local taxi firms or even lay on free transport at the end of the night.
How do you avoid the situation where people don’t turn up for work the day after the party?
There will be occasions where someone over indulges and doesn’t come into work the following day.
Sickness absence can be prevented by making non-alcoholic drinks and food available to reduce the level of alcohol consumed, hold the party on a Friday and finally remind staff that unless there is a genuine reason for absence it could be considered as unauthorised.
What if you offend employees of other religion and beliefs by having a Christmas party?
Just because the party is being held around Christmas does not mean that it is solely a Christian event. Parties are usually a thank you to staff for their work over rather than a celebration of specific religions. It would be wise to accommodate specific requirements; having soft drinks available and a vegetarian option on the menu for those who do not eat meat.
What if a member of staff is subjected to sexual harassment by another member of staff?
In practical terms there is little difference between an employee being harassed at the Christmas party or during normal work. Social events outside work, organised by the employer will usually be viewed by tribunals as being an extension of work to which the usual rules on discrimination will apply.
Hopefully you have found this helpful or at the very least it has given you areas to think about. If you have already held your party or need advice on any other HR/employment issue, please contact us.