Events
Forcing employees to take part in Christmas celebrations against their wishes can be a risky move that I wouldn’t recommend.
On the other hand, presuming that someone is unwilling to participate due to their faith or religion is also perilous. Such assumptions can lead to allegations of associative discrimination.
Secret Santa
And Secret Santa, we all love a bit of Secret Santa. It is a fun workplace tradition that encourages team bonding but requires sensitivity. Inappropriate gifts, like lingerie or sex toys, can lead to harassment claims, highlighting the need for careful consideration in gift-giving. Many moons ago before I became an HR consultant, my Secret Santa present
was ‘penis pasta’. Cooked al dente, it was quite tasty with some Bolognese sauce and a sprinkling of parmesan. But not everyone might have appreciated that gift!
Gifts
While some companies might throw chocolates, or a bottle of booze at their employees like it’s confetti, not everyone is on board with that party train! For those who don’t celebrate the holiday or prefer to skip the spirits, this can feel a bit thoughtless.
Christmas Party
Yes, the Christmas Party – remember that workplace rules on conduct and discipline extend to social gatherings.
With the introduction of the new sexual harassment legislation in October this year, it is more important than ever to ensure staff behave appropriately, so you don’t find yourself deep in egg nog!
Christmas parties can be a fun experience for all involved, providing opportunity for Employers to reward and engage with their workforce. However, they can also be the cause of significant issues if not managed properly and believe me as an HR Consultant I have had to deal with the fall out.
Alcohol consumption, coupled with a relaxed social atmosphere, can influence situations and decisions which may not occur in an every-day working environment, ranging from violent and aggressive behaviour to serious claims of bullying and harassment. Employers should remember that they have a legal duty to protect the health and safety of their workforce at all times, something that incorporates parties.
Here are some top tips:
Alcohol / Drinks
If you are providing a free bar, consider implementing a drink limit and monitor behaviour throughout the night. Excessive alcohol consumption is not an excuse for inappropriate behaviour.
Be sure to provide a variety of soft drinks or mocktails for those that do not or cannot drink alcohol.
Dietary Requirements
Remember that employees with certain religious beliefs may be vegetarian or unable to eat certain foods. Check beforehand about any special dietary requirements so that these can be accommodated.
Inappropriate Behaviour
Excessive alcohol consumption is not an excuse for someone to make a move. Any signs of inappropriate behaviour should be dealt with immediately. Any employee spotted acting or doing anything that could be considered inappropriate, should be removed from the situation.
Social Media
Even though it’s a work night out, employees are still representing your company and posting videos of drunk shenanigans is not good for business and could bring the company into disrepute.
Transportation
Consider how your employees will get home after the party. Issue advice in advance about not drinking and driving – an employer may be held responsible for its employee driving home from an office party. Think also about providing transport home, such as laying on coaches to leave at set times during and at the end of the event or ending the event before public transport stops. At the very least encourage employees to think about how they will get home, provide phone numbers for local registered cab companies and suggest employees check the time of their last train home.
Absence from work the next day
Be clear about your expectations regarding absence the next day. If applicable, remind staff that they are expected in work the next day, unless they have booked leave. You may decide to allow employees to come in a little bit later but ensure there is someone in to hold the fort.
Remind employees that any inappropriate behaviour may lead to disciplinary action.
