Christmas is just around the corner and you may be starting arrangements for this years’ work ‘Christmas’ party.

Many employees assume that they can act differently at a work event and Christmas parties can often exclude certain individuals.

You can be held vicariously liable for the actions of your employees at work-related parties. So, we have put together a few tips for avoiding time-consuming and costly allegations and complaints…

Codes of conduct

Ensure staff know that they are still representing the Company and their behaviour should remain professional.

Remind them that disorderly behaviour is strictly prohibited and such behaviour is likely to result in disciplinary action.

Reduce alcohol consumption

Limit the number of alcoholic drinks per person that the Company provides. It is also a good idea to ensure that there is plenty of food and water available throughout the night.

And always offer alternatives to alcoholic drinks for tee-totallers.

Limit liability

Set a time for the end of the event. If staff then choose to go on into the night, your liability is limited to when the official event ends!

Ensure nobody feels excluded

Think about what day is best for a party – although Fridays may appear good as there is not usually work the following day, for some religions Friday is a special day and this may exclude some staff.

Ensure the venue is suitable for any disabled employees and consider dietary requirements when arranging catering or deciding on a venue for the party.

Consider alternatives

Not everyone wants to be involved in a ‘Christmas’ party, you may want to consider renaming it to ‘End of Year’ Party. Staff may even prefer a gift voucher instead!

The key is to communicate with all employees and to determine what their preferences are.

 

For further information and a confidential chat, get in touch with us.