Ah, the much-anticipated office Christmas party—a yearly highlight for many people. It’s a chance to unwind, dance, and enjoy some complimentary drinks, a well-deserved reward for a year of dedicated service.
However, for employers, these Christmas Parties come with their fair share of risks, and it falls on HR to comprehend and address them. From employees indulging a bit too much and making regrettable decisions to unauthorized plus ones and allegations of inappropriate behaviour between colleagues. the potential pitfalls can make HR departments and employers understandably uneasy. But don’t worry, with the right set of policies and some clear communication, managing these events can be a smoother experience.
Why Do You Need Christmas Party Policies?
Without a suitable set of policies in place, behaviour at the office Christmas party can have some pretty major repercussions. According to UK law, employers have responsibility for their employees’ actions and safety outside the usual working environment and hours. Essentially, any social event organised by the employer is considered an ‘extension of the workplace,’ treating it akin to a regular workday. Hence, having a clear policy framework becomes crucial.
What Your Employees Need To Know
Before the Christmas party starts, you need to ensure you’ve communicated your expectations with your employees. Even if you don’t have a formal policy to refer to, an email with the ground rules surrounding expected behaviour will go a long way. This communication should cover 5 key areas:
- Employee Obligations: Employees are not obligated to attend your annual Christmas party, and you should make it known that their presence is completely voluntary. There will be people who don’t want to go, or who won’t participate for religious reasons. Those who choose to participate have a duty to take reasonable care of their own and others’ health and safety, especially in a festive setting where alcohol is involved.
- Consumption of Alcohol: Speaking of alcohol, you should remind your employees and their guests that alcohol should be consumed in moderation. We all know that Christmas can be seen as a time of excess but make it clear that just because the company is providing alcohol, it is not a reason or license to drink excessively on company time.
- Unacceptable Behaviour: We all hope our employees will be on their best behaviour during the work Christmas party, but sadly that won’t always be the case. So, you need to state specifically that any unacceptable behaviour or improper conduct will not be tolerated, and what the repercussions could be if anything should happen. Make it crystal clear that any issues arising during a Christmas party will be treated as a serious disciplinary matter, and this includes any actions towards co-workers, guests, or venue staff. A few examples of unacceptable behaviour we have helped businesses deal with in the past include:
- Excessive drunkenness
- The use of illegal drugs or substances
- Unlawful or inappropriate discrimination or harassment
- Violence, like fighting or aggressive behaviour, verbal abuse or inappropriate language.
- Getting Home: Remind all employees that drink-driving will not be tolerated, so if they are planning to drink, they need to have a safe way to get home at the end of the event. If your party is being held at a hotel, you may opt to provide rooms for your team overnight or provide a discounted rate. If not, you might prefer organising group transport or giving out the details of the local taxi company.
- The Day After: If your Christmas party happens to be on a weekday (some are), then you should remind your employees that they are expected to be in work the next day, in a condition to do their normal duties. Hangovers are not an acceptable reason to take a sick day, especially after a work event. Remind employees that all of the normal policies and procedures of the workplace still apply to the event, including absence procedures.
A Note To Employers
Finally, once the party itself is done, employers may have some aftermath to deal with. In an ideal World there would be none, but there is always the chance that someone, either an employee, a guest or even the venue, makes a complaint. If this does happen, you mustn’t ignore it. All complaints need to be taken seriously, and if you need to, seek advice from an HR professional who can support you. Luckily, at Karen HRM we do just that! So if you’re not sure where to turn, you can always give us a call.
But it’s important to remember to balance your approach. A lot of businesses who have never thrown a company Christmas Party before will go very ‘safe’ and try to control every single element and that can end up sucking the fun out of the party entirely. As an employer it is simply your job to remind employees of these rules and follow up with any issues – not to micro-manage each employee’s behaviour during the party. Finding the balance between relaxing and having fun, and ensuring you meet your obligations as an employer can take time, but it is doable. If you’re not sure where to start, or you just want some information and support planning your Christmas party communications, we would love to help. Just get in touch with the team at Karen HRM today for your free consultation.