Guidance for employers at a work Christmas Party
As the festive spirit kicks in, the long held tradition of the works Christmas parties are now in full swing! Though this is meant to be joyous occasion it can often be ruined by over indulgence in alcohol which leads to uncharacteristic behaviour!
Employers can be held vicariously liable for the acts of their employees even though they are not at work. This is because events organised by the company become an extension of the work place and any conduct that takes place during those events can be considered to be done ‘during the course of employment’.
Employers are therefore advised to remind their staff about their policies and procedures relating to conduct at work functions.
Here are a few points you may wish to consider:
- For those employees who will be consuming alcohol, you may wish to remind them not to drink and drive! It may be worth considering putting restrictions in place to prevent excessive alcohol intake. For example, not allowing a free bar, limit this to one or two drinks instead.
- Notify your employees that improper conduct or unacceptable behaviour may lead to disciplinary action and that the company’s disciplinary procedures will apply irrespective of the fact that they are not at work.
- Avoid post party absenteeism by outlining that a hangover is an unacceptable reason for absence regardless of the fact that is a work event.
- If you’re thinking of adopting a dress code for the work Christmas party, please ensure this is not discriminatory against employees of a particular religion or belief. Offer alternatives to the traditional options and do not make attendance at the Christmas party compulsory.
- Employers owe all of their staff a duty of care under the Health and Safety at Work Act. This duty extends to functions organised by the company including Christmas parties. Employers can be held directly liable under common law if they do not take reasonable care of employees and their guests attending work parties. It may be advisable to consider transport to and from remote venues or if not arrange for taxis but advise staff that they will be liable for the cost of this.
- Make sure your bullying and harassment policies cover conduct at work related events such as the work Christmas party. Employees and employers may be liable for acts of harassment. Please ensure your employees are made aware of the grievance procedure.
- With all of the social networking sites available it is inevitable that some staff will want to make public the night’s events. Ensure that you set out the rules on your social media policy. Employees must be mindful of the company when posting any comments or photographs on social media sites.
You may wish to tailor these points to your work’s party. Now all that’s left is to have an enjoyable time with your colleagues.
Happy Christmas from Quest Business Services!
If you do require advice on updating your policies or how to disseminate any of the above please contact us.
