As we head towards the festive season, the office Christmas party can be the highlight of the year for many employees. Christmas parties offer the opportunity for teams to come together, for leaders to thank staff for their hard work and to collectively celebrate the holiday season.
Today, in a hybrid work environment, staff may be looking for occasions to “connect with colleagues" and if done well, company events such as Christmas parties can boost morale.
As fun as the festivities may be, work parties are a high-risk environment. Usually alcohol is served, inhibitions are lowered, and employees often forget that the work Christmas party is an extension of the workplace. Sadly, it’s this time of the year when a mix of alcohol, music, frivolity and inappropriate behaviour can lead to tribunal claims and reputational damage.
Latest legislation placing a statutory duty on employees
Employers now need to comply with the latest legislation which places a statutory duty on them to take reasonable steps to prevent sexual harassment in the workplace – a departure from previous legislation, which only required employees to respond to claims of sexual harassment rather than prevent.
Businesses will need to take steps ahead of the Christmas party to ensure they comply with the new legislation. You need to make it clear to employees that sexual harassment is unacceptable and reinforce that everyone deserves to feel safe and respected at work, regardless of the occasion.
Things to consider when planning your workplace Christmas party
- Plan ahead
Remind your team that, whilst you hope they have a great time, work-related parties are an extension of the workplace and therefore the same code of conduct applies. A well-crafted message to all staff encouraging them to attend, explaining the opportunity the event presents to come together and enjoy each other’s company and making it clear that this is a work event will help to set the right tone. Similarly, having well-drafted policies (including social media policies) in place and making sure that staff are appropriately trained on them before the season gets underway, will help limit unacceptable behaviour and offensive language being used.
- Set the tone
Ensure the arrangements for the location and timing of the party are inclusive - invite employees on various forms of family leave. Time the event so that everyone is able to attend. Make sure the venue is accessible for disabled employees. Ensure that employees with specific dietary requirements are catered for. Also, if you choose a remote location or a late finish, think about how you will get everyone home safely.
- Alcohol
For many people, a party without booze simply isn’t a party. However, an increasing number of people don’t drink alcohol and don’t want to be around those who do. Consider whether there is value in a blended approach in having set the agenda that you will go for drinks after having had the Christmas party and invite all those employees who wish to attend. Make sure that there are plenty of non-alcoholic drink options available.
- Beware of the after party
The case law is clear - just because it’s offsite or even after the offsite event, does not mean that the employer cannot be held vicariously liable for the drunken antics of its senior leaders.
- Post party complaints
Try and deal with complaints promptly. Explain how employees can report any incidents should they occur, encourage every member of the team to speak up if they see or experience bad behaviour and make it clear that they will be heard.
Final thoughts…..
Holding a responsible Christmas party does not mean taking all the fun out of the occasion. Employees who feel safe, included, and know that their employer cares enough to consider their feelings will have a much better time. You will also feel confident that you won’t face any complaints the following morning (apart from a slight hangover!).
Let the celebrations begin!
For help and advice on this topic or related issues, please get in touch with Chris Cook by calling 01727798146 or emailing chris.cook@salaw.com.
