Say “Bah humbug!” to those Christmas party problems!

The season for the work Christmas party is nearly upon us. A meal or some other kind of get together is a great way to boost morale, celebrate the hard work of staff over the last year and for teams to bond away from the work place.

However, whilst nobody wants to be a Scrooge, things can, and do, sometimes go wrong. In addition, employers can be held liable for the actions of their employees outside of work, such as at office parties, if those actions are found to have been committed “in the course of employment”. This is the case even if something happens off-site and outside of working hours.

For example, a fight between colleagues which takes place hours after the “official” office party comes to an end could still end up being the responsibility of the employer, not to mention the reputational damage that can be caused by such behaviour.

However, here are a few tips to help keep the party spirit:

• People can get carried away at parties, whether because of alcohol or otherwise. Comments can be made which are perhaps intended to be “banter” but are in fact racist, sexist and/or offensive. There can be incidents of sexual harassment, or aggressive or other inappropriate behaviour. Consider drawing up guidelines for conduct in work social surroundings and update your harassment policy, and bring these to the attention of staff before the event.

• If someone does raise a grievance or there are disciplinary allegations following a work party, ensure that all complaints are investigated and dealt with in the usual way, even though they may relate to events outside of the workplace.

• Absenteeism the day after a party can be a problem. Ensure that staff are made aware of your expectations in that respect. If employees do not turn up to work the next day and this amounts to an unauthorised absence, your usual investigation and disciplinary process should be followed. If you suspect that an employee is “pulling a sickie” due to over-indulgence, ensure that this was in fact the case before taking any action. Failure to do so could potentially result in unsafe disciplinary action.

• Be inclusive of all. Make sure that all of your team is invited to the party. Forgetting those who may be away on maternity leave or sickness absence could lead to those individuals feeling left out, or even discriminated against.

• For the same reason, try to ensure that the venue and catering are suitable for all of your staff. Some menus may not be suitable for those who have particular dietary requirements, for example due to religious beliefs. Other venues may not be ideal for a member of staff who has a disability. The venue that is chosen can also often affect the tone and behaviour of staff, so choose wisely. However, be aware that for religious reasons some members of staff may not wish to participate at all, and so they should not be pressurised into attending.