28 December 2018

The festive season and office parties in general can be such happy times in the workplace, but they can also be times of excess. Here are our top tips for surviving the office party season.

Tinsel covered workstations, twinkling trees and the annual office party add to the joy that Christmas brings. It’s a time to be merry, dig out that Christmas novelty jumper and celebrate the hard work everyone in your team has put in over the past 12 months. 

However, it can also be a time of excess, particularly when alcohol is introduced into the mix. This can result in headaches for employers particularly when issues of misconduct, discrimination and absence arise as a result of the celebrations.

Here are our top tips for surviving the office party season and work events:

• Be prepared. Employers can be liable for acts (including sexual and other types of harassment) committed by employees “in the course of their employment” including Christmas parties. Employers should take all reasonable steps to prevent discriminatory acts from taking place. This includes having equality and anti-harassment policies in place and training staff on them.
   
• Don’t insist on everyone attending the Christmas party. Some staff won’t observe Christmas and accordingly they may feel uncomfortable entering into the festivities (on religious or other grounds) and others may have caring responsibilities for children or elderly family members which makes attending events outwith normal working hours difficult. To minimise the risk of any religious discrimination claim, be considerate of all staff when planning parties including the day and time, theme and catering arrangements.
   
• Consider issuing a statement to staff in the run-up to the Christmas party, or work-related event, reminding them that the event is an extension of the workplace and set out the required standards of conduct expected. Be clear that whilst you want everyone to have fun, the normal standards of professional behaviour apply and anyone who does not maintain this may be dealt with formally in accordance with your disciplinary policy.
   
• If misconduct takes place at the office party, don’t take steps to discipline the employee at the event itself. Send them home if necessary and deal with the incident when you are back in the office (in accordance with your disciplinary policy).
   
• Avoid being drawn into conversations about performance, promotion, salary or career prospects. Drunken promises made at a Christmas party/company event can lead to later problems.
   
• Consider designating a senior member of staff to monitor behaviour and keep an eye on alcohol intake. This will ensure that someone remains vigilant throughout the occasion.
   
• Be clear with staff in advance of your expectations regarding sickness absence the day after the office party and how this will be managed. 

Finally, a few practical tips for encouraging responsible drinking would be the provision of plenty of food and water at your events and let people finish their drinks before topping up.

Contact: Lesley Grant Associate ljg@bto.co.uk T. 0141 221 8012