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Whilst no-one likes a Christmas Grinch, work-related Christmas parties are notorious for quickly evolving from fun celebrations to messy behaviour. If employers aren’t careful, these events can result in a much larger headache or expense than otherwise expected.
Regardless of where the party is held, and whether it is inside or outside of normal business hours, both employers and employees still have health and safety responsibilities and it is important to keep in mind that inappropriate conduct at a work party can lead to disciplinary outcomes. There is a long list of things that could potentially go wrong, including;
- Damaged property
- Physical injury
- Harmed professional relationships
- Unlawful or inappropriate conduct
Here are some tips on organising a safe Christmas Party, without ruining any fun:
- Prior to the party, employers should send out reminders to staff, being very clear about behavioural expectations. It is important staff are aware that although the function may be taking place outside the office, workplace policies still apply, such as health and safety obligations and any other policies around appropriate behaviours, including any code of conduct in place.
- A common factor in Christmas party disasters is alcohol. To prevent this, employers can limit alcohol consumption, provide non-alcoholic alternatives, and have plenty of food on offer.
- Employers and senior staff should lead by example and think about whether it may be necessary to delegate someone senior to “take one for the team” by staying sober and being responsible for ensuring the wellbeing and safety of other staff members, including making sure everyone gets home safely.
- Whether the function is held at the office or at an off-premises location, if there is alcohol involved, staff should be given transport options to ensure everyone gets home safely.
- Lastly, it is important employers know what to do in the event of an “incident”.
If an employee’s behaviour diverges into misconduct (such as theft, violence, sexual harassment, damage to property etc.), employers should act promptly and fairly when investigating and carrying out any disciplinary process.
Given the complexities that can arise from a work party misconduct situation, it’s a good idea to get legal advice. If you require any advice or assistance, our experienced Employment law team at Wakefields Lawyers are here to help.
Please get in contact at 0800 LEGAL 1 or info@wakefieldslaw.com.
