With Christmas party season back in full swing for the first time in a long time, employers should plan ahead to prevent unnecessary risks arising on the night, writes Gemma O’Connell
With COVID-19 restrictions now consigned to the past, the office Christmas party promises to provide a long-awaited opportunity for your business to celebrate coming through the pandemic.
As the party season returns with a bang, however, it is also a good time to remind staff that, although it is a celebration, the Christmas party is nevertheless a work event.
Not doing so risks increasing the likelihood that one or more of your employees will act inappropriately once they are away from the professional environment of the workplace.
At its worst, unprofessional employee behaviour can lead to devastating consequences for your business, so it is well worth taking steps to mitigate it. Here are some of the main risks you should be aware of and steps you can take to protect your organisation.
Alcohol consumption
The majority of people will likely enjoy a drink on a night out, so most employers like to show appreciation for their team members by covering the cost of a meal, a few rounds, or even the drinks bill for the whole night.
Each business has its own unique culture, and it's important to do what's best for your team, but too much alcohol can cloud people's decision-making. The last thing you want is an alcohol-fuelled brawl breaking out, or allegations of harassment arising.
It is also a good idea to ensure that everyone has made arrangements to get home safely after the party.
Harassment and vicarious liability
When the Christmas party takes place off-site, employees may think that company policies on bullying, harassment and sexual harassment are less applicable, so it's a good idea to remind all staff that these policies apply every bit as much to work-related social events as they do in the office.
Victims of harassment can sue their employers in circumstances where the employer has failed to take all reasonable steps to prevent harassment from occurring. A reminder that such conduct is unacceptable even when off-site plays a proactive part in protecting the organisation.
Health and safety considerations
Although many businesses will choose a restaurant or other suitable venue, some employers may decide to host Christmas celebrations in the workplace.
If you're planning a party on your premises, don't forget your health and safety obligations. Control measures to minimise the risk of slips and trips, fire hazards and safe access to your building should all be considered.
Social media
Many employees may be accustomed to sharing pictures or videos captured on a night out with their connections on social media. It is best to put in place a social media policy confirming that all staff must respect the privacy rights of their colleagues and uphold the company's reputation online.
Post-party absences
If employees have to be in the office the day after the party, you must communicate your expectations. Some employers may loosen the timekeeping rules for staff if the circumstances allow, but you have to clarify what will and will not be tolerated, such as no-shows or arriving at work intoxicated.
Final Christmas Party tips
While some rules will need to be followed by all staff, managers need to bear in mind a few additional extras.
Be wary of putting people under too much pressure to attend the Christmas party. Not all staff enjoy large gatherings, so reassure everyone that there is no obligation to attend.
Try to keep it as inclusive as possible. You may have vegetarians, vegans, and non-drinkers attending. Providing options for everyone will ensure that no one feels left out.
It's no harm to ask one member of your management team to remain sober and to ask that person to deal with any incidents that may arise.
Finally, have some fun! It's been a tough couple of years, and it's important for everyone to celebrate the wins. With the proper precautions in place, everyone should feel comfortable having a good time.
Gemma O'Connor is Services and Operations Manager at Peninsula Group
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