- Employee Owner Contracts
- Employment Act
- Agency workers directive latest
- Ward Williams Office Expansion
- Government publishes revised disability guidance
- Managers lack confidence when dealing with underperformance
- How to Spot Bullying at Work
- Legal Liabilities: Internships and the minimum wage
- Vocality International engage with WWHR
Are you responsible for the actions of your employees at the company Christmas Party?
Common pitfalls of the Christmas party and how to avoid them.
The office Christmas party is a great way to boost morale by rewarding staff and giving everyone a chance to bond, but when things go wrong the repercussions can go far beyond the next-day hangover.
It's important to remember that employment laws apply even when a party takes place somewhere other than in the workplace. This means that employers may be liable for incidents of harassment that take place at work-related social events and could face tribunal claims.Drink-fuelled behaviour is the root cause of many tribunal claims each year, and without risking being seen as party-poopers, employers should consider reminding staff of what constitutes unacceptable behaviour at staff social events - as well as highlighting the likely consequences of such behaviour.
While it's hard to stop employees over-indulging, limiting the amount of alcohol at the party, providing non-alcoholic options and supplying enough food can all help minimise the risk of employees getting drunk. It's also advisable to think carefully about making the event as inclusive as possible, so that everyone can enjoy it. Employers need to be sensitive to employees who don't drink alcohol or who don't eat certain foods, and it's always a good idea to consider briefing any speakers or entertainers in advance to ensure that their material is suitable and won't give offence.
How do you avoid the situation where people don’t turn up for work the day after the party?
Unfortunately, there will always be occasions where someone over indulges on the night of the party and doesn’t come into work the following day, however there are some practical preparations that can be made to reduce absences to a minimum. Apart from the obvious steps to prevent people getting too drunk, such as making sure there are plenty of non-alcoholic drinks and food, you may also want to remind staff in advance that unless there is a genuine reason for their absence it will be considered to be unauthorised and may lead to disciplinary action being taken against them.
Of course you could always organise the party on a Friday if you don’t usually open on a Saturday!