The Christmas Party

This is the time of year for seasonal cheer, and what could be better than to celebrate with a Christmas party or big night out.  For many small businesses it is something to look forward to each year. It is an opportunity for the boss to deliver his/her annual speech and thank staff for their efforts over the past year. It's a time when people can put aside the gripes of the workplace and connect on a social level, a great chance for everyone to feel part of the same team.

This all sounds great and in a perfect world everyone would have a lovely time, wish each other a Merry Christmas and the air would be filled with glad tidings.  But we don't live in a perfect world and things have become very complicated,caution is required.

This topical blog below was written by Kathryn Hirst, Employment Law Specialist at Hansells Solicitors. 

The Christmas Party – Tips to Help Yule Get Through It!

As Christmas fast approaches, it is common for employers to organise a staff party to spread a little Christmas cheer.  Whilst that is a lovely sentiment, you should bear in mind that such an event is deemed to be an extension of work and so, however low key it is, a management nightmare before Christmas could result.  New statistics released by the Institute of Leadership and Management (ILM) have reported that 77% of staff have seen their colleagues drink too much while 50% have reported that they heard too much personal information being shared at their staff bash.  Furthermore the ILM has reported that 16% of those asked saw colleagues removing items of their clothing and 35% had witnessed people kissing.

Some employers now opt for different ways of spreading the cheer, such as issuing gift vouchers or Christmas hampers.  If however your Christmas party is already booked, please do not fear as we’ve set out below some handy hints for you to make sure it is a positive experience for all.

1. Policy on work-related social events

Make sure that you provide clear written guidance to your workforce about the acceptable standards of behaviour at parties and work events generally.  Specify the disciplinary sanctions that could result from breaches of the rules so that everyone is clear of possible consequences. Cross refer to policies that you may have in place already, such as equal opportunities, discrimination, bullying and harassment, drug and alcohol abuse and of course your disciplinary and grievance procedures.

It is important to apply policies equally and fairly to each situation. It is also worth checking now that adequate sickness absence reporting processes are in place of which all employees are aware of and further, that sick pay policies are in line with the statutory sick pay entitlements. If your work event is arranged for a weekday, you need to plan for the possibility that you will get a few people calling in sick the next day (see 3. below). Read more ......