Tis the season to be careful – especially when hosting the Christmas staff party.<\/p>\n
Santa Clause may very well be coming to town but it\u2019s important for employers to remember that tribunals are often tasked to rule on whose been \u2018naughty or nice\u2019 at the office Christmas do.<\/p>\n
To avoid employment law issues it is vital that each and every Christmas reveller attending festive celebrations hosted by employers is made fully aware of the policies and procedures governing their behaviour.<\/p>\n
Employers should take steps to ensure they are up to date on what their responsibilities are in relation to parties or events they organise or sponsor to mark the holiday season.<\/p>\n
After all it\u2019s the employer who\u2019ll have to answer for the actions or risks to welfare of the employees at any such celebrations.<\/p>\n
So as rule employers should be making their list and checking it twice before decking a halls to ensure they avoid a jingle hell at this year\u2019s Christmas do.<\/p>\n
The list of Instructions and guidelines for employees should then be issued to them in advance to set out expectations on standards on behaviour at the party. Employees should be gently but firmly reminded that the event is organised by work and they should adhere to the code of conduct governing the workplace. It may seem a tad draconian but taking such as approach could save an employer a lot of stress and financial risk in the long run.<\/p>\n
Of course that doesn\u2019t mean you have to plant yourself in the \u2018spoil sport\u2019 category of Ebenezer Scrooge. The very ethos behind the annual Christmas party is to allow staff to unwind and relax as reward for their hard work throughout the year. Providing a fine meal, a glass of wine or two and even some live entertainment can be a perfect token of your appreciation.<\/p>\n
However, caution should be taken in all three of these rewards.<\/p>\n