The office Christmas party: keeping in the festive spirit

Sarah Furness, Employment Law & HR

Any company-organised office party, whether in or out of working hours and on or off site, is an extension of the workplace which can test a business across the board on its policies and attitudes.

“It’s a test for the culture of the business and its employment policies,” explained Sarah Furness, employment expert with Hay & Kilner LLP. “ Often the focus is on creating a morale-boosting and team-building event, and that’s important, but staff need to know the boundaries and what is acceptable behaviour if companies are to safeguard against a difficult morning after, particularly in light of the recent change to the law governing sexual harassment in the workplace.”

Sarah comments: “To protect staff, it’s important that companies take the necessary steps to assess and guard against potential risks, including setting out expected standards of behaviour, limiting the amount of alcohol and having a clear boundary for when the event will close.

“Aggression and sexual harassment are the most common forms of misconduct at such events, something no organisation wants to see happening at what is supposed to be a festive celebration, and either of which can lead to substantial claims for compensation, with the associated damage to a company’s reputation and employee trust and morale.”

Christmas party checklist:

• Try and manage overall alcohol consumption so employees don’t lose their usual workplace inhibitions. Make sure non-alcoholic drinks are available and consider restricting the free bar…..
• Ensure staff understand via training that actions or comments that would be unacceptable behaviour in the workplace are also unacceptable in the relaxed atmosphere of the party.
• Be alert for health and safety risks the morning after, if it’s a working day, particularly where machinery or driving is involved, in case anyone is still under the influence of alcohol.
• Managers should also be on alert to monitor behaviour and to lead by example during celebrations and parties.
• If anything happens, act promptly to investigate and make sure grievance or disciplinary procedures are followed where appropriate.

For more information on any of the above, or how we can help you or your business, please contact Sarah Furness, or call 0191 232 8345.