Christmas Party Season is here!

The Christmas countdown is on, and parties are in full swing. So, we thought it would be useful to run through our top tips to help your event go off without a hitch!

Whilst Christmas parties are a great way of bringing teams together and rewarding staff for their efforts throughout the year. It is important to remember that they constitute an extension of the workplace, regardless of whether they take place outside normal working hours and are away from Company premises.

We’ve all heard the tales of those who take it too far and face the dreaded Monday morning call from HR; usually because they’ve got carried away on the free booze and overstepped the mark or maybe you have reason to believe your employee has been using drugs!

So, how can employers set boundaries without ruining all the fun?

1. Christmas can be challenging time for many – Although, celebrated as the merriest time of the year, for some it is the saddest, most stressful, and loneliest time. Whilst employers want to create an enjoyable experience for their staff, they must also respect their private lives, if someone wants to skip this year’s party, that’s okay!
2. Choose appropriate entertainment – You should consider whether the venue/activity you are planning to attend is inclusive and appropriate for everyone. For example, if you are planning to go to an over 21’s venue but have younger members of staff, they will automatically be excluded from the festivities.
3. Do not discriminate – Ensure that all staff are invited to the party, regardless of their race, faith etc. Although they may not celebrate Christmas, do not exclude them.  If someone doesn’t want to attend, they are free to decline the invite.
4. Be clear on Company expectations – You don’t have to be the fun police, but it is worth reminding everyone before the event that they are representing the Company and as such, are expected to behave responsibly on the day/night. Employers expect staff will be tipsy (if they choose to drink) but abusive and violent behaviour will not be tolerated. If someone displays signs of abusive and/or violent behaviour, they will be sent home and disciplinary proceedings may be instigated when everyone is back in the office. Also, inform staff that there is a zero tolerance with regards to using illegal drugs and anyone caught in possession or under the influence will be facing summary dismissal.
5. Your reputation may be at stake – if you are inviting clients out to an event, think very carefully which members of your team you want to invite to represent your company. Any overindulgence, misbehaviour or inappropriate comments/innuendo could seriously damage your relationship with your client and your employee.  Being drunk or not being able to remember the next day is no excuse for misconduct.   In the worse case scenario, damage to your business could lead to the employee being summarily dismissed for gross misconduct.
6. Watch what you say – It seems obvious but as with all work-related social events comes a risk of sexual harassment claims. Employers should ensure everyone is aware of the Company’s Equality and Diversity polices and the consequences if they are found in breach. This will reduce your vicarious liability for employees who choose not to comply.  It is also worth pointing out, that individuals can be personally liable for their actions and be named as a respondent in an employment tribunal claim.
7. Respect people’s choice not to drink alcohol – Christmas parties can create a lot of worry for your sober employees; be mindful that not everyone drinks alcohol and that’s okay. Nobody should feel pressured to drink by others. Top tip: If you are providing free alcohol, you should also make sure there are non-alcoholic options available. Also, if you are worried about staff abusing free alcohol, consider offering a set number of drink vouchers instead of unlimited booze!
8. Ensure everyone can get home safe and into work the following day (if hosting on a work night) – You should make sure employees do not drive home or into work the following day under the influence of alcohol. Suggest a finish time and ask staff to plan their journeys home in advance