Despite multiple hurdles throughout the year across the UK, industrial strike action and tax changes just to name a few – many organisations will be looking forward to celebrating this festive season, and may wish to spread a little Christmas cheer by treating their staff to a well-deserved party to celebrate all their hard work in 2023.
Without wanting to dampen the party mood, there are factors that employers need to be mindful of when putting on Christmas parties for staff.
At this wonderful time of year, it is especially important to ensure that all workplace policies and procedures relating to work events, disciplinaries and equality are up to date.
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As much as we all look forward to a good old knees up, celebrating the year and its achievements – we must also be wary of the risks that can come with those celebrations especially relating to and not limited to:
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Harassment
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Misconduct
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Religious discrimination
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Absenteeism; and
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Unfair dismissal
Employers should take practical steps to ensure they limit any risks posed by events. Some ways this can be done include:
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Set out all policies and make sure they’re up to date. Highlight to staff members where these policies can be found. By not doing so, employers can be held vicariously liable for matters that occur at Christmas events.
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Don’t attempt to force staff into attending any events. It might not fit in with their lifestyle their time management, or they might just not enjoy parties.
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Be inclusive! Many employees may not celebrate Christmas for religious or other reasons, and as a result, employers should be careful to not exclude these employees from the festivities.
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If the party is scheduled for an evening when the next day is a working day, make it clear that staff are expected to attend as normal, unless they have booked annual leave.
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If entertainment is to be provided, ensure this will not contain material likely to cause anyone offence.
In order to limit the possibility of a vicarious liability claim, employers may wish to consider organising an event with a clear finishing time – for example a meal in a restaurant or hiring a venue until a specific time. That way, employees who wish to continue can do so at a venue of their own choice.
Employers may also wish to limit the “free bar”, for example by providing tokens or limiting employees to single measures. It is important to highlight to all staff that this is still a work event, and that staff are representing the organisation, its values and reputation.
Our Employment Team can provide plenty of expert guidance relating to your business’ policies and procedures. Get in touch today if you need your documents updating or writing from scratch. We can also advise on potential claims or complaints that have been raised and advise on specific procedures an employer should follow if an incident occurs at a business event.