The 12 Rules of the Company Christmas Party

The annual Christmas party offers an opportunity to reward hard work and celebrate the year’s achievements. However, for employers, a cocktail of alcohol consumption, mixed personalities and workplace chat can create a hangover that lasts far beyond the next morning. To this end, here are some rules to follow:

1. Discourage workplace gossip.

Work social events can lead to workplace gossip. Employers may consider reminding employees that workplace gossip is discouraged and may cause harm to others.

2. Avoid making promises.

Alcohol can loosen tongues. Managers should avoid discussing work-related matters such as performance, promotion or remuneration to anyone. This will avoid employees seeking to rely on informal promises.

3. Set boundaries.

Christmas parties can be a catalyst for Employment Tribunal claims. Employers should provide clear written guidance to all employees about acceptable standards of behaviour and the disciplinary sanctions that could follow.

4. Prevent harassment.

The Christmas party can be considered an extension of the workplace, even where it is held at a separate venue outside of working hours. This year, employers are subject to a new legal duty to take reasonable steps to prevent sexual harassment in the workplace. Ahead of the Christmas party, employers should consider developing an effective anti-harassment policy and providing relevant training to staff, as well as implementing preventative measures at the event itself.

If any allegations of harassment are made, they should trigger the usual disciplinary and grievance procedures and proper investigations should be carried out upon returning to work.

5. Invite everyone.

To prevent suggestions of discrimination, employers should invite all colleagues – including homeworkers and those on sick leave, maternity leave or similar. However, there should be no pressure for employees to attend if they do not wish, for example, on religious grounds.

If the party is out of hours, remember that some employees may have family responsibilities that prevent attendance. If planning to invite employee’s partners, employers should not discriminate based on sexual orientation.

6. Watch alcohol consumption.

Maintaining a free bar may encourage excessive alcohol intake. In some cases, alcohol-fuelled behaviour – such as violence – can amount to gross misconduct, which could result in summary dismissal.

7. Be inclusive.

Whilst celebratory drinks are often the focal point of Christmas parties, not everyone drinks alcohol. A plentiful supply of alcohol-free alternatives will help to foster an inclusive atmosphere.

Employers should also remember that employees with certain religious beliefs may be unable to eat certain foods, so any special dietary requirements should be accommodated.

8. Remind employees about social media.

It is easy for photos from the Christmas party to end up online. Employees should be reminded about social media policies and the consequences of bringing their employer into disrepute.

9. Get employees home.

Although the party itself is classed as an extension of the workplace, employers may wish to clarify that continued festivities are not endorsed or funded by them.

Employers may also be held responsible for employees driving home, so it is advisable to consider issuing advice about drink-driving, providing transport home or communicating public transport options.

10. Monitor absences.

Employers should ensure that their policies regarding annual leave are readily available. If the Christmas party precedes a working day, employers should make clear that staff are expected to attend work the next day as normal unless they have booked leave.

11. Be wary of ‘Secret Santa’.

Employers may wish to advise employees that gifts should be inoffensive, as inappropriate humour can amount to harassment.

12. Ensure insurance is up-to-date.

Employers should check that their employer’s liability insurance and other relevant insurance policies are up-to-date ahead of social events.

Ethan Diver is a solicitor at Taylor Walton Solicitors www.taylorwalton.co.uk