• 05 NOV 15
    Top tips for avoiding employment law pitfalls at staff Christmas parties

    Top tips for avoiding employment law pitfalls at staff Christmas parties

    While office Christmas parties offer a massive boost for staff morale, they also provide a backdrop for a multitude of potential employment law issues, such as harassment, alcohol-fuelled brawls, religious, sex or age discrimination, as well as post-party absenteeism.

    In addition, business owners are often unaware that if the party is held at a different location to its office or headquarters, they could still be liable for the conduct of staff.

    Christmas parties gone wrong can not only cause reputational damage externally, but disputes between staff can also land firms in costly litigation and employment law tribunals, so measures need to be put in place to prevent staff behaviour from getting out of hand.

    Follow our top tips for a trouble-free office party.

    1. Alcohol consumption

    The majority of employment law breaches at Christmas parties are alcohol fuelled, and while it is very difficult to limit the amount of alcohol consumed at a party – especially if there is a free bar – providing non-alcoholic options, time limits on the bar and food will help minimise issues arising from drunken employees.

    With many firms opting for an open-bar to celebrate the festive season and reward staff for a hard year of work, employers also need to keep an eye out for alcohol consumption from younger members of staff who are under the legal drinking age.

    2. Catering and entertainment

    If food is being provided at your event, you will need to keep in mind the dietary requirements of your staff and provide suitable choices for vegetarians and those with religious dietary restrictions.

    Even consider carefully organising guest speakers or entertainers, or limiting the time and length of the party to prevent staff over-indulging in alcohol.

    When booking entertainers such as comedians, it is important to ensure that acts don’t use inappropriate language or behaviour which may cause offense, as the firm may be liable for any grievances relating to the entertainment provided.

    3. Inclusive invite

    While the event invite should be extended to all employees, including those off sick or on maternity or paternity leave, you should make it clear that attendance is not compulsory. It is important to note that while many office Christmas parties are not overly festive, Christmas is a Christian tradition, so those who do not celebrate the holiday may not wish to attend. Perhaps change the event name to a New Year or end of year celebration party.

    4. Expected conduct

    Being clear from the outset and setting ground rules before the party takes place will ensure that everyone is aware of the standard of behaviour that is expected and help mitigate the risks of issues arising.

    Prior to these type of events, employers should also review provisions such as bullying and harassment policies and amend these policies to include social related work events, or introduce them if they are not already in place.

    5. Dealing with issues effectively

    While preparation is key, there will inevitably be cases where behaviour gets out of control.

    If a situation does arise at your Christmas party, however tempting it may be to deal with the issue immediately, there shouldn’t be a knee-jerk reaction and a fair investigation and procedure should always follow.

    For more advice on this complex area of employment law or to help resolve any work-related disputes, contact Michael Shroot on 0161 761 4611 or Michael.Shroot@whnsolicitors.co.uk