The Christmas Party season has dawned upon us again and although this is often a great way of boosting staff morale and providing people with the chance to bond in a less formal environment, things can and do go wrong, leaving some employees with bigger problems than just a bad hangover. 

With more employment legislation in place than ever before, employers may need to rethink their stance on a traditional Christmas party in order to protect both the business and its employees.

It would be easy to assume that we are not bound by the same expectations of conduct that would ordinarily be enforced in a working environment. However, if a social event can genuinely be classed as an extension of employment, the employer might find that they are held vicariously liable (i.e. the employer is liable) for the actions of its employees at such an event and it is ultimately their responsibility for the safety and well-being of staff. This may even include situations where team members carry on the Christmas party at a bar or club after the main company event has finished.

Subsequently, employers may be liable for numerous incidents that may take place at work-related social events, possibly leading to tribunal claims. Drink-fuelled behaviour is the root cause of many tribunal claims each year, and without the risk of being viewed as party-poopers, employers should remind staff of what constitutes unacceptable behaviour at staff social events – as well as highlighting the likely consequences of such behaviour.

While it’s hard to stop employees over-indulging, limiting the amount of alcohol available (certainly alcohol that is paid for by the employer) or providing non-alcoholic options and supplying enough food can all help minimise the risk of employees getting drunk.

It is not just legislation that employers need to be mindful of, but also the reputation of the business and its employees. A rowdy group of people behaving badly in a pub full of locals will not go down well and will tarnish the character of the business. After all, news travels fast and it won’t take long before you are the brunt of local gossip.

Managing the fall out of inappropriate conduct after the Christmas celebrations have often led managers to decide that they are better off without the hassle of a Christmas party, or at least not providing much, if any, free alcohol.

However, here at Sitrus, we believe you CAN have your Christmas cake and eat it, providing you know the fundamental do’s and unquestionable ‘do not’s!’. 

• Ensure that a description of acceptable behaviour during events out of the workplace are documented in the staff handbook. Whilst you do not wish to punish staff for getting a little tipsy, it must be made clear that adverse behaviour such as abusive language, fighting or harassment will be taken extremely seriously and may constitute gross misconduct.
• If any such allegations are made of this nature (mentioned above), during or after an event, ensure that your usual disciplinary procedure is carried out and that the behaviour in question is investigated. Any disciplinary action taken needs to comply with the usual standards such as ensuring a thorough investigation is undertaken, that the individual has reasonable notice, in writing, of any hearing, is given the opportunity to be accompanied and is given a fair chance to state their case.
• Do not provide too much free alcohol on the night. This only fuels the need to drink excessively and quickly. Ensure any employees under the age of 18 are not provided with alcoholic drinks.
• Who doesn’t love a buffet? Ensure food is provided regularly in the form of a sit-down meal or a less formal buffet… maybe even afternoon tea!?
• Be sure to arrange transport from the venue or at least ensure everyone has a safe lift home. If people are travelling by train, ensure the party finishes with plenty of time before the last train of the day is due to leave.

• Remind your team that inappropriate conduct may still be raised and dealt with under your Company employment policies even if they take in a bar or club after the Christmas party has finished.

Don’t be put off by the horror stories you may see and hear. Keep in mind that a well- managed Christmas party can provide a significant boost to staff morale and loyalty, which could be invaluable at the end of a stressful and busy year.

Also be mindful that a Christmas party doesn’t need to be a drink and food fuelled night on the town. Recent surveys have suggested a growing number of employers are emphasising experience-based events such as go-karting and golf or are hosting smaller celebrations throughout the year, enabling staff to get together more frequently.  

So, if you celebrate Christmas and are soon to embark on a staff Christmas party, take care of yourself and others and do not get too carried away with the prosecco!

For more information and guidance, email us or give us a call!

01625 428926 or email us on enquiries@sitrusconsulting.com