The annual work Christmas party is an opportunity to get together with colleagues, boost morale and a chance to let your hair down at the end of the year. But at what cost?
At the risk of sounding like Scrooge, the work Christmas party has thrown up (excuse the pun!) costly issues for many businesses. How are you managing the risk of a possible tribunal claim and are you doing all you can to ensure that you are not having to defend one of them?
Remember that employers now have a legal duty to take reasonable steps to prevent sexual harassment from occurring, and this duty extends to work Christmas parties even if they’re taking place offsite! Employers will need to ensure that they are proactively protecting their employees, including from sexual harassment by third parties.
Common issues that arise are:
- Inappropriate behaviour including sexual harassment – was there a complaint of someone brushing their hand over a colleague’s leg, or suggestive comments being made?
- Conflict between employees, with arguments and punch ups being known to happen after consuming too much alcohol.
- Employees making inappropriate comments to the boss.
- Complaining to the line manager about not being paid enough or not getting a bonus.
- Remarks referring to a colleague’s age, sex, race, religion, belief, disability or sexual orientation.
What can you do?
- Think carefully about making the event as inclusive as possible, so that everyone can enjoy it.
- Ensure that you have robust policies and procedures in place and that these are communicated effectively to staff.
- Set expectations at the start. Employees must understand what is acceptable and what is not. They need to know that the party is an extension of the workplace and what the likely consequences of inappropriate behaviour are.
- Be sensible about how much alcohol you are providing and the pace that drinks are consumed. Everyone’s tolerances are different and will react differently.
- Think about how your employees are getting home safely from the event.
- If you do receive a complaint about the conduct of an employee, it will be important to investigate the matter, bearing in mind people’s memories may not be clear after consuming alcohol. Ensure that you follow your policy and procedure for such issues.
Finally, we hope you do enjoy the festive period! However, if things don’t go to plan, then contact us at:
Email: hello@peachlaw.co.uk
Connect with us on LinkedIn – Peach Law (HR & Employment Law Specialists)
Call: 0161 478 3800
