Things to Consider When Planning the Work Christmas Party
Remember!
The Office Christmas Party is an Extension of the Workplace
HR Considerations When Planning the Work Christmas Party
Christmas is on the horizon and organisations up and down the country are planning their annual get-togethers. Whatever size team you have, the workplace Christmas party conjures up a variety of connotations and interpretations. Some people love them, others attend out of a sense of obligation. Whether you view them as a way of acknowledging your employee achievements, a celebratory team building activity or maybe your people simply expect a work-social to feature in their festive calendar, we’ve put together some important considerations when planning your workplace Christmas party.
Remember! The Office Christmas Party is an Extension of the Workplace
Although they’re a great opportunity to bring your people together, it is important to note that if you are hosting a Christmas party for employees, whether management attend or not, it is an extension of the working environment. It often goes without saying that if you place a group of colleagues in a relaxed atmosphere with access to varying amounts of alcohol, you may find yourself with situations that you wouldn’t ordinarily encounter during a standard day at work. That’s why it is important to be vigilant in your approach to planning workplace festivities.
Although the Christmas party is a social event, organisations are still legally responsible for the health, safety and wellbeing of their employees. In other words, the business can be held liable for actions taken by employees if they cannot demonstrate that they took “reasonable steps” to prevent these actions from occurring. This can include situations where employees act inappropriately or behave in an aggressive or dangerous manner. Furthermore, the organisation can also be liable for any misconduct that occurs during any “after-party” activities or drinks. Despite this not being officially organised by the company, liability can arise if it is established that the employee’s conduct was connected to their position in the organisation e.g. a manager behaving inappropriately with a colleague.
Most organisations will want their employees to have an enjoyable time and there are measures that can be put into place to ensure that behaviour doesn’t get out of hand. Some considerations can include:
Putting policies/guidance in place to cover workplace parties and work-related social events
Outlining the requirement of staff to always behave responsibly
Issuing individuals with the company “acceptable behaviour” rules
Explaining that any incidents of misconduct will be treated seriously
Reassuring employees that if anyone claims they have been harassed during a work event, quick action will be taken in line with company policy and the law
Send a Reminder to Employees
It is acceptable to expect employees to act appropriately and exhibit the same level of responsibility that they would, if they were in the workplace. If an incident were to occur, the people involved would be subject to the same investigation and disciplinary process that they would have been, had it happened during a normal working day. Take the time to ensure that the organisation’s bullying, harassment and associated disciplinary policies and processes are still fit for purpose.
It can also be useful to remind all employees of the relevant policies in the run-up to the Christmas party. This helps to reinforce the organisation’s position on unacceptable conduct. By taking the time to make sure employees understand the rules, it can also help to reduce the risk of anything happening.
Be Proactive in your Approach
In addition to reviewing processes, it could also serve to nominate a member of the management team to oversee the event and refrain from drinking alcohol. Although this might be interpreted in different ways (depending on the business culture), this person could serve as a physical reminder that the organisation is taking proactive steps to mitigate any risks and will adopt a zero-tolerance approach.
Need Help Navigating your Workplace Christmas Party?
If you’re still unsure of your responsibilities as an employer when it comes to preparing for your workplace Christmas party or another social event, we have a dedicated team who can advise you on the recommended policies and legal requirements. If you would like an expert opinion, contact our friendly team on 01527 306 760.
The information contained in this article is for illustrative purposes and should not be treated as “advice” that may be relied upon by individuals or businesses. Specific, specialist advice should be sought in relation to the information outlined above.
For advice and support relating to work socials, policies, and communicating with your people team in advance of the workplace Christmas party, contact Danton. We offer a free 30 minute, no obligation call to discuss options.
Further resources
Cover all bases when it comes to planning your workplace Christmas party! Download our “Work-Social Preparation Pack” here.