Category: Employment Law, People Management
The festive season is fast approaching, and many businesses are organising their ‘workplace Christmas Party’. It’s a great way to celebrate, end the year and encourage team bonding, however for HR teams, it also comes with challenges. At Access2 Human Resources, we know how difficult it can be to strike the right balance between festive cheer and legal compliance. The key is proactive planning and taking reasonable steps to prevent issues to protect both your people and your business.
Here is our essential guide to tackling the most common Christmas HR headaches.
Sexual Harassment at Work Events with the Worker Protection Act now in force, employers must take proactive steps to prevent sexual harassment at work, including during Christmas parties. Do you need a risk assessment and Behaviour at Work Events policy? Get in touch to find out more about expected conduct, reporting procedures and consequences for misconduct.
Vicarious Liability for Employee Actions
Employers can be held accountable for employees’ actions, even at social events. Misbehaviour, such as discrimination can land your organisation in trouble, so it is essential to keep disciplinary procedures current and remind staff that workplace standards still apply at festive gatherings.
Your duty of care extends to external guests, such as clients or contractors. They should not harass employees during events, so ensure you brief management on how to manage any issues that arise.
Alcohol-Related Incidents
Excessive drinking is usually the main cause of inappropriate comments and physical altercations at works Christmas parties. You could consider drink tokens or subsidised drinks rather than a free-for-all bar. Make sure to provide non-alcoholic options and plan safe transport home for everyone.
Inclusivity and Dietary Needs
Failing to accommodate different dietary requirements or drinking preferences can lead to indirect discrimination claims, so offer vegetarian, vegan, halal, and other dietary options, plus check that your diversity and inclusion guidance welcomes everyone to events in general.
Setting Clear Expectations
Without guidance, employees may forget that normal workplace standards still apply. Use a Christmas Party Invite to set the right tone. Include expected behaviour, dress code and timings.
Photos or posts shared online can harm both employees’ and your organisation’s reputation so remind staff of your social media policy before the event and clarify expectations for sharing content.
Pressure to Attend
Not everyone celebrates Christmas or feels comfortable at events. Make attendance voluntary and offer alternative recognition for those who prefer not to attend. Emphasise this in invitations. A Christmas-focused party can alienate some staff, so consider calling it a “winter celebration” or “end-of-year party” and make sure your flexible working policies accommodate other religious festivals year round.
Absence Management
Holiday periods often bring spikes in absence and post-party sickness. Plan ahead with clear holiday request policies and consistent absence management procedures. It’s important to apply your absence management policies consistently. Post-event sickness should be treated in the same way as any other absence. Consistency ensures fairness, helps prevent perceptions of bias, and maintains trust across your team.
Even with the best planning, incidents may still occur so ensure managers know how to respond to complaints and conduct investigations. Our HR advice service can provide expert support if needed.
At Access2 Human Resources, we help businesses navigate complex HR challenges. For tailored advice on festive events, or any HR matter, contact our expert team today.
Wishing you a compliant, safe, and joyful festive season!
This blog provides general guidance on UK employment law. For advice specific to your situation, please contact Access2 Human Resources.