The key points to surviving the Christmas Party!
- Failure to warn employees as to inappropriate behaviour at the office party. Employers owe a duty of care to their employees and all should be warned that inappropriate behaviour is not acceptable –including lewdness/inappropriate touching and comments and could lead to claims of discrimination against the company and the individual concerned. Discrimination in relation to gender works both ways-so please do not think Christmas should be used as an excuse for male staff to have to suffer inappropriate treatment/comments.
- Some employees may not, because of their religious or philosophical beliefs, feel comfortable having to attend a booze filled event or after works drinks and therefore feel excluded-ever thought of asking all staff what they would like to do. People should not feel pressurised or ostracised should they fail to attend.
- Secret Santa-inappropriate gifts or those that could cause offence on the grounds of gender/race/religion should be on a pre-warned banned list.
- Encouraging staff to drink at events in the name of team bonding and festive spirit and then not checking that they are about to get into the Company car-is not only morally reprehensible but could lead to further action from the police/courts.
- The perils of social media-gossip/innuendo/recalling exploits can add fuel to internal employee disputes and also damage the good name and reputation of the employer-remind employees that social media is both a gift and a burden-they should be careful what they say and post.
- No Christmas bonus ! What a Scrooge-do you always pay a bonus-if you have over a period of years-it could be seen as an implied contractual entitlement –if it’s going to be a one off-say so.
- Women on maternity leave-they are just as entitled to an invite to staff parties-why should they be excluded-the same for staff on long term sick. Just because they are unwell don’t fall into the trap of thinking that they cannot enjoy some social time.
- The day after-make clear to staff what you expect the following day if it is a work day. If there job requires working with machinery etc-do not ask them to perform tasks they may not be in a good place to perform.
- Deal with any post –party issues quickly-do not let them fester over any holiday break-it’s storing up problems for the New Year.
- Conducting staff performance reviews mid meal is not acceptable –even if it is to say you are brilliant!
- Inviting partners/spouses to events. An employee in a same sex relationship is as entitled as the next person to have their loved one with them.
- Recognise that venues must be accessible for all. What if the venue is difficult for someone with a physical disability to access or where flashing lights and loud noises may cause health problems.
Top tips
- Communicate with staff in advance
- Warn against inappropriate behaviour
- If you see it get out of hand-deal with it
- Make sure people get home safely
- Deal with any post party problems promptly
- Respect others
Follow these steps, have a great time and you can be sure of starting the New Year on a positive note!