Things for employers to consider before having a staff Christmas party

As we move into the holiday season many workplaces may have started organising staff Christmas parties. While a Christmas party can be a great opportunity for staff to mingle and enjoy themselves, it is still an extension of the workplace and employers owe their staff a duty of care. This article discusses some considerations for employers when planning a workplace Christmas celebration.

Be Inclusive

Remember that there are many other religious celebrations other than Christmas that also occur around this time of the year. Hanukkah, Kwanza, Yule (Winter Solstice) are just some of the other celebrations which may also occur in December. When scheduling your party, try and avoid conflicting with these other celebrations if possible. If you are calling your event a “Christmas” party or meal, make sure it is clear that all staff are welcome, even those who do not celebrate Christmas.

When choosing a place to eat or the type of food that will be served, remember that some of your staff will have certain dietary requirements. Some of these requirements may be connected to their religion. You can accommodate these by liaising with staff before hand about their dietary requirements and ensuring there are vegan, gluten free, kosher, and halal options available.

Do not forget to invite employees who have been away from the workplace, such as those on long term sick or family leave. This shows them that they are still a valued part of the team.

Disciplinary issues

A Christmas party should be a time for your staff to relax and have fun. However, staff should understand that they are at a work event and that the usual policies governing conduct, such as your anti-bullying and harassment policy, still apply. If alcohol is to be served remind employees to consume responsibly and obey drink driving laws. You may consider arranging and paying for taxis to take your employees to and from the party, to ensure everyone makes it home safely.

Alcohol can also lower people’s inhibitions, so be alert for any inappropriate behaviour such as:

• Offensive comments;
• Unwelcome sexual advances;
• Gossiping and spreading rumours;
• Substance abuse; and
• Displays of aggression or fighting.

Any inappropriate behaviour reported after the Christmas party should be investigated and handled under your disciplinary procedure in the usual way.

Duty of care

Whether working in the office or attending a staff party employees should still be protected from harm by their employer as part of the duty of care to provide a safe system of work.  This means that there is an obligation to identify potential hazards or risk of harm and taking steps to implement measures that will minimise those risks.

In the context of a staff party this could be the provision of taxis to ensure a safe journey home as identified above or it could be a requirement for covid testing ahead of a larger than normal gathering to protect the vulnerable employees.

Undertaking a risk assessment is a great way of demonstrating compliance with the duty of care and coupled with a gentle reminder to staff as to the ways that they should behave at the party and the steps that they can take to keep each other safe would form the basis of a defence against any injury claim that might arise.

Social media

Staff are likely to take their own pictures at the event and post them to their personal social media accounts where your business may be identified. Make sure you have a social media policy in place and that employees understand what is appropriate to post.  

The morning after

If your event is scheduled for a weekday, you may want to limit the Christmas party to a meal or something a bit more low-key so that your staff are not too groggy for work the following day. If it is likely that the party to go late, consider whether you will make any concessions to the usual start time and how you plan to deal with any unauthorised absences.

Finally, understand that some staff will have commitments after work which may conflict with your Christmas party. Others who are vulnerable or have vulnerable family members may still be apprehensive about attending a large social gathering when Covid-19 is still circulating. While all staff should be welcome to attend the party, attendance should not be compulsory.

If you need someone to review your policies or have any other employment law query, contact our Employment Team by emailing employment@warnergoodman.co.uk or calling 023 8071 7717.