7 Steps To Making Sure Your Staff’s Festive Celebrations Don’t Lead To An HR Hangover
It’s party time, so here's how you can keep any Christmas crackers in check so that everyone has fun
- by Vicky Stanton
- Accredited coach and former director of HR 4 Your Nursery Visit website
’Tis almost the season – have you started your Yuletide preparations? I’m sure you’re already thinking about Christmas activities for children in the nursery, but what about the staff Christmas party?
While it is a time for festivities and celebrations, and to say thank you to your staff for their hard work over the course of the year, it is also a time when more Human Resource issues come to the fore than any other point.
Plan carefully An employer is likely to have the same legal responsibilities for what happens during a Christmas party as it does during working hours. It is important, therefore, to plan your get-together in a way that minimises the risk of staff misconduct, grievances and other HR-related issues, while of course encouraging your staff to relax and enjoy themselves.
The main grievances that are raised during the festive party season relate to where an employee feels that the company or a colleague may have discriminated against them (due to harassment or unfair treatment) because of their age, disability, gender reassignment, marriage and/or civil partnership, pregnancy and/or maternity, race, religion or belief, or sex or sexual orientation.
The recourse for someone feeling harassed or unfairly treated at a Christmas party is to take their case to an Employment Tribunal. The Tribunal can award for any financial losses and an uncapped award for injury to feelings.
So what should you think about to try to avoid such an outcome? Here are my tips to keep everything in the right festive spirit.
1. Consider your guests
Don’t forget to include any staff currently on maternity/paternity leave. All staff have a right to equal treatment, so include those who are temporary, fixed-term and agency workers, too.
2. Young ones
Include your under-18 workers, but think about the venue you choose (do they allow under-18s?). Remind your underage workers that they must not consume alcohol.
3. Easy access
Does the venue have accessibility for disabled guests? Public places do have to conform to the Disability Discrimination Act but it is worth checking beforehand.
4. Good behaviour
Take the opportunity to remind staff of the company policies relating to Bullying, Harassment and Discrimination. Any behaviour contrary to these policies should be dealt with in the same way as if the act had happened during normal working hours.
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5. No obligation
Don’t make attendance at the party compulsory. The day/date may coincide with other religious festivals or activities, or may fuel an argument for sex discrimination as more male staff can attend than females with caring responsibilities.
6. Drink in moderation
Avoid a ‘free bar’ all night, or ensure the bar staff are vigilant to avoid drunken antics leading to disciplinary action in the cold light of day.
Alcohol can often fuel unwanted sexual advances and could constitute sexual harassment. As an employer, if you observe such a situation you must take action, as to do nothing could demonstrate condoning the behaviour.
7. Take care
As an employer you have a ‘duty of care’ towards your employees, so the situation of someone attempting to drive home after consuming alcohol may require your intervention. Could you give out a list of taxi numbers to staff beforehand or, if budgets allow, provide taxis home?
Being mindful of these pieces of advice should help you minimise the risk of misconduct, grievances or Employment Tribunal claims occurring at or from the Christmas Party, and will help to ensure the evening is fun for all.
When it arrives, I wish you, your staff and your families a very happy Christmas, happy holidays and a great 2017!
Vicky Stanton is director of HR 4 Your Nursery, and has recently launched HR Hub – a one-stop shop for all your people resources (including contracts, letters, policies) online. To be kept up to date, and to access some super launch offers, visit vickystanton.sendmedetails.com/teach-early-years
