How to prepare to avoid issues at the work Christmas party
As the festive season approaches, many employers look at this time of year as a fantastic opportunity for employees to come together, celebrate the festive season, and strengthen team bonds. These events often boost morale and foster unity, helping to create personal connections that positively influence workplace attitudes and overall atmosphere. Festive social events also afford employers and management a chance to show appreciation for the hard work and dedication of staff throughout the year – something that can increase motivation and contribute to improved performance going forward.
However, successful events don’t happen by chance; thoughtful preparation can help the event be impactful, enjoyable and without controversy.
Before the event
• Gather suggestions from employees on what they would like to do, ensuring best use of company funds.
• Ensure that the event and location is inclusive and considerate of all employees.
• Remind staff that it is a companysocial event and you want to ensure that all employees enjoy the event. With this in mind, you ask staff to be mindful of company policies and procedures on the night, with particular note to:
• Dignity at work
• Bullying, harassment and sexual harassment
• Disciplinary & grievance
• Company events policy
• Company social media policy
• Consider circulating a Christmas party memo in advance of the Christmas party with signposting to drinkaware.ie
Communication with employees is key but it is important to keep the tone light so as not to detract from the positivity of a company event!
Tips for during the event
Caroline Reidy, managing director of NFP HR Solutions, a HR and employment law company
• If you are going to provide free alcohol, consider placing a limit on the amount provided. Ensure there is plenty of non-alcoholic options. It is also a good idea to make sure that there is plenty of food available throughout the night.
• Where an employee appears to have consumed too much alcohol it would be advisable for the company to arrange transport home to ensure their health and safety.
• If a disciplinary incident occurs during the event, do not discipline any employees at the party itself and deal with the incident in line with the company’s policies when you are back at the office.
What can go wrong?
In the case of A Beverage Company v A Worker (UDD2132), the employer organised a Christmas party in a hotel. The Complainant, a male employee and his colleagues were all invited to attend. The company arranged that the hotel would provide a discounted room rate for staff who chose to stay at the hotel that night. A little over two months after the party had taken place, a female employee complained that she had been sexually assaulted in her hotel bedroom by the male employee on the night in question. The employer initiated the disciplinary procedure and at outcome stage the male employee was dismissed for gross misconduct. The male employee appealed internally but was unsuccessful and as a result, he initiated a claim under the Unfair Dismissals Act 1977 (as amended) and lost his case at the WRC, appealing then to the Labour Court. The Labour Court ruled that the event was sufficiently connected with the employment and that the disciplinary policy was applicable. The Court’s decision here is significant as it draws a clear connection between the employment relationship and an incident that occurred outside of working time and outside of the workplace.
In 2020, the WRC ordered an employer to pay €25,000 in compensation, for the sexual harassment of an employee at a social outing even though the employer had not formally organised this event. Staff had agreed to meet in a local pub after work to watch a match. All staff were present in the same area of the pub when one employee was subject to inappropriate touching by her employer during the evening. The WRC ruled that the employer was liable for the sexual harassment as this occurred in the course of the complainant’s employment. The employer was also instructed to undertake an independent audit of its Dignity and Respect at Work policy and to circulate this to all employees.
If events don’t go as planned
Even with the best preparation, things can sometimes go wrong. If an incident occurs during the event or an allegation is raised afterward, it’s essential that the employer or management handles the matter exactly as they would if it happened during normal working hours.
Stay calm, remain impartial, and avoid making assumptions about what took place. Do not take disciplinary action on the spot. Instead, once back in the workplace, gather all the facts and follow your grievance and investigation procedures carefully and consistently.
Wishing all readers a happy and peaceful Christmas!
If you require further support or advice relating to HR, please do not hesitate to contact us at www.nfpireland.ie / (066)7102887.
