As we all finally start to unwind with end of year social events, the ‘silly season’ can be fraught with danger for employers.
Most employers are now well aware that their obligations to employee welfare and safety can still apply after work hours and outside of the usual work premises.
The festive season can sometimes produce challenging issues. Organisations often put time and cost into end of year celebrations to reward employees, so it also pays to spend some time putting together ways to make sure that the festivities end positively for everyone involved. Events don't have to be sterile and boring. It doesn't mean you have to be a party pooper or not allow alcohol.
However, it is an important time to remind all staff of standards of acceptable behaviour. It used to be what people did at the work party or event that could land them into trouble. Now, it's also publicly expressed opinions, photos posted online and recordings that can echo long after the send key is pressed!
There are a few practical steps we suggest employers follow:
- Send a reminder to all staff and managers in the days leading up to the Christmas party reminding them of behaviour that is acceptable
- Make the message clear that onsite or offsite events, whether a client Christmas party, a team lunch or a corporate box at the cricket, do not mean standards of behaviour can slip
- Arrange a designated time for drinks to finish and the party to end
- Discourage "kick on events" and advise that any that occur are not sanctioned
- Have a system in place for transport home
- Check that your policies, procedures, codes of conduct and are unambiguous
- Establish a framework for recording all incidents and complaints - do not ignore complaints
Speak to us for advice and ensure your policies cover work-related but 'out of hours' conduct and conduct away from the business premises. A new Christmas / End of Year Staff Party template letter reminding employees about behaviour at end of year parties is available in Your HRdocs.