As we approach the festive season, my team is excited about our upcoming Christmas party. However, I’m concerned about managing potential risks related to employee behaviour and safety during the event – especially in light of recent legislative updates surrounding sexual harassment. What measures should I implement to ensure everyone has a great time while staying safe and professional?
Dear Cautious Employer,
It’s brilliant to hear you’re planning a Christmas party to celebrate the festive season! While these events can significantly enhance team morale, they do come with a few challenges, particularly concerning employee conduct when the alcohol is flowing! Here are some essential steps to help you navigate your festive event smoothly…
First and foremost, you should consider conducting a sexual harassment risk assessment prior to the event. With new legislation that came into effect on October 26, employers are now legally required to identify risks and implement preventative measures.Make sure to communicate your anti-harassment policy clearly to your employees. This not only helps create a respectful working environment, but also demonstrates your commitment to their welfare and wellbeing.
Next, remind your team that your conduct and disciplinary procedures apply to the Christmas party – just like any other work event. Letting employees know that unacceptable behaviour could result in disciplinary action reinforces expectations and maintains a professional atmosphere.
You should also keep in mind that – as an employer, you may be held vicariously liable for your employees’ actions during work events, such as Christmas parties. Clearly communicating your behavioural expectations and enforcing HR policies to support them, can help mitigate the risks, protecting both your employees and your company.
If you decide to set a dress code, ensure that it’s inclusive and considerate of employees’ diverse backgrounds and beliefs – as required by the Equality Act 2010. If you’re introducing a theme, you may choose to provide alternatives to avoid any cultural conflicts. Remember, attendance should always be optional for those who do not wish to participate.
Under the Health and Safety at Work Act 1974, you have a duty of care to protect your employees’ physical and mental wellbeing during work-related events. If the party is being held in a remote location, consider arranging transport or ensuring that staff know how to get home safely. Limiting alcohol consumption by providing a set number of drink vouchers can also help to reduce the risk of any incidentsealth, and it’s vital you remind employees not to drink and drive.
Finally, it may also be wise to remind staff about your social media policy before the event. You should encourage them to be mindful of their posts and to maintain professionalism online, as unauthorised sharing could reflect poorly on your company and result in disciplinary action.
By implementing these strategies, you can create a safe, compliant, and enjoyable atmosphere for your Christmas party. If you require additional support, remember that as a valued member of Staffordshire Chamber, you have FREE unlimited access to expert guidance through the Chamber HR Advice Line on 01455 852 028.
Additionally, you can book a complimentary and no-obligation One2One Business Review with a Business Support Manager. We’ll conduct a thorough gap-analysis of your compliance, offer you personalised advice, and help you prepare for the upcoming festive season. This valuable benefit is also included at no extra cost to you as part of your chamber membership.
