Managing the Risk at Christmas Parties
Jan 1, 2010
Perhaps it’s a sign of the new litigious times we are in that even the Christmas party season now brings risk and responsibility to employers. There have been many claims and employment tribunal cases in the last few years bought against employers following Christmas parties! Here are some practical tips to help you protect your business:
- Conduct a risk assessment to identify potential hazards
- Brief managers about the implications of drunkenly divulging or embellishing information which would normally be restricted or inappropriate. The ramifications of an employee finding out information or being made false promises could be dire.
- Be Drink Aware – an employer is responsible for the effects of alcohol consumed at a Christmas party – even if they do not occur until later. Place a limit on drinks if necessary, be prepared to step in to situations and ensure food / soft drinks are accessible. If the event is away from the normal workplace or is not serviced by a safe means of transport, employers should consider providing this. It is also an offence for an employer to knowingly allow the use of any controlled drugs at work.
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Communicate a ‘Christmas Party Policy’
As this is technically a work activity you may wish to communicate acceptable behavior standards and guidelines relating to bullying, harassment, fighting and so on. It should be clear prior to the event that this is an extension of normal working practice and that disciplinary procedures could apply. - Mistletoe and Wine - Working relationships can become strained and awkward and productivity impacted following a Christmas party flirtation or fling. Encouraging group interaction and thoughtful planning can prevent situations arising.
- Keep it optional – a Christmas celebration may not be in accordance with some employee’s beliefs. There should not be any element of alienation or pressure for those who do not attend.
- Equal partners – If the event is to include partners, under the Civil Partnership Act 2005 invitations must be extended to same sex partners equally.
It is also important to keep a sense of proportion as the majority of Christmas celebrations end with the season and not at an Employment Tribunal!
With all that out of the way all thats left to say is Merry Christmas and enjoy the party!
