As the festive buzz begins, the seasonal chaos can spark a fresh wave of HR challenges for employers. Our two-part guide is designed to keep things merry and free from any HR headaches!

In part one, we focus on setting clear expectations ahead of the office Christmas party. In part two, we’ll look at how to handle disciplinary issues if someone’s “festive spirit” goes a bit too far, managing sickness after the party and leave requests.

We have outlined the common pitfalls companies may encounter when planning the Christmas party. Our guide aims to pave the way to a smooth, enjoyable festive celebration, providing reassurance and practical direction to help you reduce the likelihood of an unexpected HR problem.

The Office Christmas Party: Keeping it merry and managed

The Christmas party should be a well-earned reward for your team’s hard work, offering a chance to let everyone celebrate and unwind. However, inappropriate comments, gestures or behaviours can quickly turn festive fun into an HR hangover. Setting expectations and clear boundaries in advance can save you from those awkward “morning after” conversations.

Planning with Purpose: Making your celebration inclusive

Booking a venue isn’t the only step in preparing for the annual Christmas party; thoughtful preparation ensures everyone feels welcome and valued. Consider:

  • Whether the venue aligns with a range of cultural and religious beliefs.
  • That attendance must be optional, especially for those who don’t celebrate Christmas.
  • Age restrictions that could exclude employees under 18.
  • Accessibility for disabled employees and suitable catering options for all dietary needs.
  • Inviting staff on maternity, paternity or parental leave, as well as temporary, agency and part-time workers.

It’s important to remember that the Christmas party is a work-related event, and your duty of care extends to ensuring employees can travel home safely.

Cheers… but not too many: Managing alcohol sensibly

A few too many drinks at the office Christmas party is nothing new, but it’s often behind many festive mishaps. To minimise risk:

  • Limit alcohol availability or apply reasonable controls.
  • Provide plenty of alcohol-free drinks.
  • Ask senior staff to keep an eye on proceedings and intervene discreetly if needed.

Ensure staff understand that any drunken or disorderly behaviour, verbal or physical abuse, or harassment of a sexual or discriminatory nature will not be tolerated, and such behaviour is likely to result in disciplinary action.

Mistletoe Moments: Handling office romances

Festive gatherings can lead to workplace romances or uncomfortable advances. These can create complications, especially if they involve managers and direct reports.

Ensure employees understand your stance on workplace relationships. If disclosure is required, communicate that clearly. If you have no policy, now is a good time to introduce one.

The Smartphone Effect: Keeping social media in check

In today’s digital age, one careless post can cause reputational damage or escalate into a workplace grievance.

Ahead of the party, remind staff that workplace policies, such as social media and conduct rules, not only apply to behaviour in the workplace, but also to all work-related events. Make expectations crystal clear, along with the consequences of inappropriate posts or shares.

Set the Ground Rules: Introducing a Social Events Policy

If you don’t already have a Social Events Policy, consider putting one in place before the party. It should outline:

  • What behaviour is acceptable.
  • What conduct is strictly prohibited, including (but not limited to) harassment, discrimination, aggression or illegal drug use.
  • The consequences of breaking the rules could result in disciplinary action

Remember, employers must take reasonable steps to prevent sexual harassment, and failure to do so can increase tribunal awards by up to 25%. Your risk assessment should therefore include social events.

When the Party’s Over: What to do if things go wrong

Even with careful planning, things can still go wrong. If you find yourself dealing with HR or disciplinary issues after the Christmas party, our Employment Law team is on hand to help you resolve them quickly. Get in touch, and we’ll guide you toward the best possible resolution.

Tel:      01245 893400 | 01702 410880
Email: info@backhouse-solicitors.co.uk
Visit our Chelmsford office: 17 Duke Street, Chelmsford, Essex, CM1 1JU
Visit our Leigh-on-Sea office: 22-24 Elm Road, Leigh-on-Sea, Essex, SS9 1SN
Or send us a message through the Contact Us page on this website