He’s Making a List…..He’s Checking it Twice…..but at this year’s Office Christmas party will YOUR staff be naughty or will they be nice?
Many Employers are already planning this year’s Christmas party and are no doubt hopeful that this festive season will be an enjoyable time for bosses and employees alike but without careful planning, Employers could easily end up with a costly HR Hangover!
Free flowing alcohol at the annual office Christmas party often acts as a trigger for some less than jolly employee behaviour leaving business owners/managers with a less than festive HR hangover to cope with.
Common issues Employers often have to deal with after the office Christmas party include gross misconduct (usually the result of a festive punch up), claims of bullying, harassment or even discrimination (sex, age, race, religious).
So here are Employment Law Services (ELS)’ “’Top Tips” to help Employers avoid an HR hangover by steering their company sleigh around the traditional Christmas HR landmines:
- Ensure all employees are aware of the company’s standard disciplinary and grievance procedures.
- If staff are expected to come in the day after the office party, make sure this has been clearly communicated to them beforehand
- At the office party, ensure all employees are catered for regardless of their age, sex, sexual orientation, religion or disability.
- Lastly, consider providing transportation from the party venue to ensure staff arrive home safely.
If you haven’t done so already, now is the time to review your Company’s existing discipline & grievance policy to make sure it is up to date with current legislation and the ACAS Code of Conduct and if you have any specific queries regarding employment issues Contact Us and our multi-award winning Employment Law and HR Team will provide you with commercially focused advice and support.
