Redefining Recruitment
Redefining Recruitment
The festive season is a time to celebrate and bring your team together. However, as an employer, it’s vital to remember that work-related social events—whether off-site or outside of normal hours—are considered a continuation of employment. This means your usual responsibilities and liabilities apply.
To help you host a safe and enjoyable company Christmas party or festive event, here are essential tips to ensure compliance with workplace standards.
Employers are legally obligated to protect their employees’ health, safety, and welfare during all aspects of their employment, including work-related social events like Christmas parties. Risk assessments are essential for identifying potential risks and implementing measures to mitigate them.
As an employer, it is your legal duty to take reasonable steps to prevent any incidents, including incidents of sexual harassment. Remind employees in advance about workplace policies and standards of behaviour and clarify that disciplinary actions will follow any breaches.
Managers play a key role in establishing behavioural expectations. Their actions should reflect the standards you expect from the entire team.
Ensure managers understand their responsibility to lead by example and address inappropriate behaviour promptly and effectively.
When planning your event, consider the diverse preferences and needs of your team. It’s important to remember that not all employees drink alcohol, so you should provide non-alcoholic options.
Employees may also have dietary restrictions and cultural preferences. Make sure to offer alternative food choices that accommodate any allergies or dietary requirements.
You should also review the entertainment portions prior to ensure that it is appropriate for your team and unlikely to offend anyone.
Your duty of care extends to ensuring employees can travel safely to and from the event. Consider arranging a minibus, reimbursing taxi fares, or designating sober drivers. These steps demonstrate your commitment to employee safety and well-being, particularly if alcohol is involved.
Encourage employees and managers to avoid work-related discussions at the event. Topics such as performance reviews, promotions, or grievances can detract from the celebratory atmosphere and may lead to unnecessary tension.
Keep these conversations for office hours or formal meetings to ensure the event remains focused on enjoyment.
If you’re using a seating plan, be mindful of interpersonal dynamics. Avoid seating employees with known conflicts next to each other to reduce the risk of tension.
Before the event, remind everyone of your behaviour standards and provide managers with guidance on spotting and de-escalating inappropriate situations. Ensuring your team is equipped to handle issues on the spot helps maintain a safe and positive environment.
Company festive events are a great way to celebrate success and build team spirit. However, they require thoughtful planning and proactive measures to ensure they remain enjoyable and safe for everyone.
Reassure your team that these guidelines aren’t about being a “spoil-sport” but about ensuring everyone represents the company positively. By taking these steps, you can host an event that’s memorable for all the right reasons.
By following these tips, you’ll be well-prepared to organise a festive celebration that employees can enjoy while upholding your responsibilities as an employer.
