The work Christmas party is a chance for employees to unwind, bond, and celebrate the festive season. But for HR professionals, these events can be a minefield of potential issues. From inappropriate behaviour to post-party grievances, a poorly planned and managed Christmas party can quickly turn from merry to messy. Here’s how to navigate the HR challenges while keeping the festive spirit alive.
Alcohol
Free-flowing alcohol can loosen inhibitions and encourage camaraderie, but it also increases the likelihood of inappropriate behaviour which can include fighting, fall outs and even sexual harassment. The Equality Act 2010 makes it clear that employers are liable for acts of discrimination, harassment and victimisation carried out by their employees in the course of employment, and this liability extends to work events like Christmas parties. Employers also now have a duty to take reasonable steps to prevent sexual harassment under a recent revision of the Act so planning ahead to identify and minimise risks is vital to protect employees as well as the business. It is advisable therefore to monitor alcohol consumption, offer plenty of non-alcoholic options and ensure food is available to moderate any excessive drinking. A free, unlimited bar is not a good idea. You may also wish to consider if particular employees don’t already get on and how to manage that as well as appointing suitable colleagues or managers to keep an eye out at the event in general so that they can discreetly intervene if it becomes necessary.
Inclusivity
While Christmas parties are often long standing traditions at companies, not everyone celebrates Christmas. Religious beliefs, cultural differences, or personal preferences might make some employees feel excluded. It is also important that staff should not be excluded from being invited to attend any event or party due to any reason that could amount to an act of discrimination. For example, staff who are on maternity leave at the time of the event should still be invited so that they are not treated unfavourably. If you’re offering food make sure to check for dietary requirements and you might also want to consider if attendance at the event is mandatory or not.
Social Media
In today’s digital age the events of the Christmas party are often documented in photos and videos and can spill over into social media, sometimes with damaging results. Photos or videos of employees behaving inappropriately can quickly harm your company’s reputation or they could be used by colleagues to bully other employees. In order to prevent these issues it is worthwhile reminding staff about your social media policy beforehand and that they should be mindful of what they post online in order to respect their colleagues’ privacy.
The Morning After
A common HR headache is a spike in absenteeism the day after the party. Employees might call in sick due to being hungover, which can disrupt business operations and affect team morale if colleagues have to cover for them. Whilst it may not always be possible, this problem can be avoided by scheduling the party for an afternoon or evening when the following day is a non-working day for the majority or all of your staff. As a deterrent you can also draw staff attention to your company’s absence policy and ensure managers are equipped to handle any unauthorised absences fairly and consistently.
Getting Home Safely
Alcohol and late nights can increase the risk of accidents and incidents and you should endeavour to ensure that staff can get home safely without any problems. Unfortunately this doesn’t always happen and as the case of Gimson v Display by Design showed, incidents that happen on the way home from a work party can still result in issues that employers then have to deal with.
Handling Grievances After the Event
Sadly, it’s not uncommon for grievances to arise after a Christmas party. Whether it’s a complaint about a colleague’s behaviour or something that was said out of turn, these issues can cause ongoing problems if they are not addressed properly. As with any other complaints you should take all party related issues seriously, investigate them thoroughly and promptly, and follow your established disciplinary or grievance procedures.
All being well, the work Christmas party is a great opportunity to thank your team for their hard work over the previous 12 months and to create a culture of community. By taking proactive steps to manage potential HR pitfalls, you can ensure that the celebration remains a highlight of the year rather than a source of HR headaches.
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Why not also check out last weeks blog The Work Christmas Party
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
