Building a Christmas Party Policy

The work Christmas party is a highly anticipated event. For many employees it provides an event where teams can get together to celebrate a year of hard work.

For most people, the night ends successfully, however, with the combination of a relaxed environment, alcohol, and socialising, the ‘work do’ can also result in several HR issues.

For any employer, an HR headache over the festive season is the last thing you want. So, having a Christmas party policy for employees is a great way to minimise acts of gross misconduct at this key social event.

Creating office Christmas party rules

Office Christmas rules help to outline a specific set of standards and behaviours that your employees should adhere to when attending your annual Christmas party.

Having set guidelines and rules means these can be applied year on year. And while you may need to remind your employees of these rules, they can be simple, concise, and easy to access whenever you may need to refer to them.

Having a Christmas party policy is not a legal requirement, but many employers like to have one in place to manage expectations and behaviours during social events.

Examples of rules and guidelines you may wish to mention include:

• Inappropriate comments and gossip will not be tolerated

• Employees should manage and limit their own alcohol intake

• Employees should arrange safe transportation home 

• Employees should inform management or HR of dietary requirements before arrangements for food are made

• Employees should continue to follow an existing social media policy

• All employees are welcome and should be accommodated for

Is dismissal an option for bad behaviour at the Christmas party?

As most employers will already know, despite the rules and guidelines that may be in place, the relaxed setting of a Christmas party is more likely to see examples of bad employee behaviour. Whether this is issues such as gossiping, arguing, sexual harassment or violence, it should not be allowed to continue nor should it go unnoticed.

Legally a work Christmas party can be considered an extension of the working environment and therefore, the same laws surrounding a disciplinary investigation, gross misconduct, and employee dismissal apply.

Drinking with colleagues and managing intoxication

One of the biggest issues at any social work event is the consumption of alcohol. Leading to varying levels of intoxication amongst your team. While the consumption of alcohol can provide additional levels of enjoyment, it’s is known to be the cause of poor or dangerous, and sometimes even illegal conduct.

If you are planning a Christmas party that involves drinking in the workplace, you may wish to consider how to manage this or to limit consumption.

Drinking in the workplace

It’s not unusual for employees to have the odd tipple before heading out for more celebrations. And while there is no law in place regarding the consumption of alcohol in the workplace, employers should be careful to manage it responsibly.

Be sure employees have been pre-advised on their behaviour if you are allowing them the opportunity to drink a beer or two at their desks. This could involve limiting the number of drinks any one employee can have while still within the business premises.

The main concern for employers in this situation is adhering to the rules outlined in the Health & Safety at Work Act (HASAWA—or HSW). Ensuring your employees’ health, safety and welfare is secured.

Sexual harassment at the work Christmas party

With drinking and a formal setting, sexual harassment is one of the biggest concerns at the Christmas party. As harmless fun can quickly turn into unwanted attention, inappropriate conversations and touching.

With the new legislation surrounding sexual harassment at work it is the employers’ duty to ensure sexual harassment is prevented. Even when social gatherings take place outside of the office. Sexual harassment is a serious offence and can not only result in dismissal but legal action too.

Who is liable when a Christmas event is held outside of business premises?

People tend to assume that rules stop once the partying has moved outside the business premises. Simply being outside the four walls of the building does not mean that all guidelines, policies, and rules should be thrown out of the window!

Since the work Christmas party is a work event, whatever venue is used can be considered an extension of the workplace (as mentioned above).

Therefore, the same rules, policies and legislation applies. Employees should be aware that behaviour occurring outside the workplace may result in disciplinary action.

Avoid a Christmas HR headache with BrightHR

It’s clear while there’s no requirement for a social event policy, having guidelines in place can protect you and your employees.

Being aware of how their behaviour may impact both the business and their own careers will help to limit any unwanted behaviour or gross misconduct at the work Christmas party. Ultimately saving you from a huge HR headache this festive season.

For the digital storage of your new workplace event policy or Christmas party rules, check out BrightHR’s unlimited document storage. With BrightHR you can store any new or updated HR company policy in one, easy-to-access place.  Plus, our 24/7 employment law advice service is available for when you need help tackling staff issues.