Everyone loves a Christmas party, don’t they?  Well, I guess that opinion can be different based on past experiences and, I dare say, depending on what alcohol-fuelled behaviour you’ve either witnessed or been personally responsible for.  Legendary stories surrounding misuse of office photocopiers or ‘who was seen with whom’, make the Christmas Party what it is.  We understand that, but there are some things you can do to make sure staff stay safe and things run smoothly…or at least as smoothly as they can.

Who should you invite?

When drawing up the invite list, you should aim to be as inclusive as possible.  No one should feel left out.  Remember to make an effort to invite those who are presently away from work, whether because of maternity leave, sickness or for any other reason.  

If staff are encouraged to invite their partners along, allow for the prospect of unmarried couples and same-sex relationships.

Where and when should you hold it?

It is worth thinking carefully about the venue for your Christmas party.  Is it accessible to all, including those with a disability?  Can people get home easily?  Choosing a venue that might encourage people to ‘drink and drive’ is clearly inadvisable.  So consider whether you have good public transport links or ready access to taxis.

What should you do?

Consider how you make the party appealing to all.  Organising an event solely based around the consumption of large quantities of alcohol will no doubt please some of your staff, but it could well be a turn-off for others.  In particular, be sensitive to the religious and other beliefs of your staff; make sure that there are plenty of non-alcoholic drinks and that the food allows for a vegetarian option.

What about the entertainment?

Be careful about the speakers or entertainers that you choose to use.  There is a very well known Employment Tribunal case that arose out of the booking of the ‘stand-up comedian’ Bernard Manning.  You can probably guess what went wrong there!

What should you talk about?

When a lot of alcohol has been consumed, people become less inhibited and more likely to say (or do) precisely what is on their mind.  As a result, the risk of discrimination and harassment claims rears its ugly head.  So make sure that people understand that this is a work event and a level of professionalism is still required.

Oh, and if you are the boss, remember that alcohol and conversions about pay rises don’t mix!

The morning after the night before

Make sure that people know if they are required to be in work the day after the Christmas party.  If they phone in sick, carefully consider whether it is genuine sickness or the result of over-indulgence.  Then consider whether disciplinary action is required.

Do your policies need to be given the ‘once-over’?

I wouldn’t suggest that you need a policy specifically to cover your Christmas party.  But it is worth considering whether your existing policies on conduct, harassment and the like are clear about what is expected of people in this context.  If not, now is the time to get your house in order.

Oh, and make sure you have fun

Finally, and before I begin to sound too much like the legal equivalent of the ‘Grinch’, the Christmas party is a chance to come together, celebrate a successful year and thank your colleagues for their efforts.  It is also an opportunity to have fun.  So having taken some sensible precautions, relax, unwind and enjoy yourself.  You deserve it!

For more information or help with employment related matters, contact James Willis on 01293 596900 or email james.willis@stevensdrake.com

This article is provided for general information only. Please do not make any decision on the basis of this article alone without taking specific advice from us. stevensdrake will only be responsible for the advice we give which is specific to you.