Work Christmas Parties Don’t Have to be a Headache

With the festive season fast approaching, work places across the country will be busy preparing for the all-important Christmas party.

For many, it is the highlight of the work calendar, however for those in charge of organising the event it can cause nothing but headaches.

Noele McClelland, partner and head of the employment law team at Thorntons in Tayside, highlights that the work Christmas party is an important tradition but that some ground rules should be made clear to avoid any possible complaints or disputes.

She said: "It has been another tough year for businesses and economic climate is such that things may not be any better in 2012. Many employers do, however, still want to show their appreciation to their staff and will be thinking about their annual Christmas party.

"Some of the commentary on the risks to employers of holding these events would be enough to make us all become Scrooge and say "humbug" and forget about the festivities entirely, but the Christmas Party is an opportunity to thank your employees for all their effort, and perhaps break down some of the barriers that may exist during the rest of the year."

Noele has pulled together a list of simple steps that can be taken to avoid potential disasters and make sure everyone has a good time.

1. A formal guide to what is acceptable behaviour will be met with groans, but a light-hearted list of helpful points will make the same point e.g. not to drink too much, behave inappropriately.
2. If a free bar is to be offered consider limiting this to a specified number of drinks per person and ensure that soft drinks are available.
3. Consider organising transport, or providing free soft drinks for designated drivers.
4. Have clear statements of standards of conduct in your handbook and disciplinary policy and make sure this covers hospitality and company events.
5. Be aware of other people's beliefs and religion. Let's face it whilst it is called a Christmas Party there is usually not much religion being discussed.
6. Issue clear statements on the use of social media such as Facebook and Twitter – photos and comments should only be posted with the individual's consent and should not be of the nature that could cause offence or embarrassment to anyone in them or to the employer.

For more information please contact a member of the employment law team

November 2011.