The company Christmas party is a time-honoured tradition that, for some employees, can be seen as important as Christmas day itself. Whilst it is certainly good that your client is planning to give staff an opportunity to relax and reward them for their work throughout the year, there are several pitfalls they will want to avoid.
Perhaps the biggest concern when arranging a Christmas party is the risk of misconduct. Although your client will want to let staff have fun on the day, it is important to avoid any embarrassing or potentially discriminatory behaviour. Therefore, your client should consider sending staff letters beforehand reminding them of the need to remain professional during the event and that the company’s normal disciplinary rules will still apply.
After all, your client may be considered liable for any incidents of bullying or harassment that occur at the Christmas party and should ensure provisions are in place to prevent this. The consumption of alcohol is typically associated with these events, however, a number of employers have decided to forgo this in recent years to reduce the risk of misconduct. This may be something for your client to consider, especially since the case of Bellman v Northampton Recruitment Ltd suggested that your client could still be liable for employees’ actions, even after the Christmas party has finished.
It is also important that the Christmas party is as inclusive as possible, after all, it should be a celebration that is open to the entire workforce. This means your client should take into account individuals with specific protected characteristics, including religious beliefs when arranging the location and catering options for the event.
If the Christmas party is held during the working week your client should be wary of staff phoning in sick the following morning. Although they are within their rights to be suspicious of this activity, your client mustn’t allow this to cloud their judgement and instead only take disciplinary action if they have sufficient reason to believe the illness was fabricated.
Finally, individuals’ activities at the Christmas party can be a source of unwelcome workplace gossip in the subsequent days and weeks, creating an uncomfortable working environment. To prevent this your client should ensure line managers set a strong example by deterring any discussions, ensuring staff is fully concentrated and allowing the business to perform at its best.
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