Christmas parties at work, whether it’s a tame lunchtime trip to a local restaurant or a full blown wild night out should, of course, be fun.
But equally you need to tread that fine line between being a heavy-handed killjoy or deciding to let anything go, which ends up with a difficult situation to deal with once the party is over and you are back at work the next day.
In my experience it is wise to set a few clear ground rules in advance of the event that make it clear to everyone what is and what isn’t an acceptable standard without being a ‘bah, humbug!’ killjoy.
Here goes………
Standards – make them clear in advance
Set clear standards for acceptable behaviour in advance, especially if clients attend. Don’t be afraid of telling it like it is. Some employers may think it is totally acceptable for everyone to let their hair down in whatever way they like; others will take a more measured approach. Whatever your stance is, please just spell it out to ensure there are no surprises.
Food and drink – not just alcoholic ones please
Make sure you provide food to suit everyone early on in the evening and do make sure there are non-alcoholic drinks for those who don’t consume alcohol for religious or other reasons. Please do not allow under 18’s to consume alcohol. I know it is Christmas, but you have a duty of care, make it clear that it is unacceptable.
Have fun – but you have to come to work the next day
Make it clear that not turning up to work the next day (unless annual leave is booked) is unacceptable. Especially if the reason is believed to be related to excessive alcohol consumption. If employees do not turn up, it should be treated as unauthorised absence and dealt with accordingly. Remember too, that however you treat one person has to apply to any other person who breaches the line in the same way, fairness and consistency at all times please.
Safety – plan for safe journeys home and be aware of Vicarious Liability
Plan ahead and remind employees to plan their journey home and encourage employees to go home in groups or even better book taxis to ensure safe arrival. All of us are vulnerable when we may have had a drink or two. Encourage everyone to plan ahead with safety in mind.
Recent changes in law now means that businesses need to be aware of Vicarious Liability, where employers can be found liable for the wrongful actions of their employees if this act took place in the course of employment. This includes anything that may happen inside AND outside of work – if there is a significant connection.
A few pointers for the boss – yes you!
However much fun you are having, please take a few words of advice from a seasoned party-goer (really, you don’t want to know!) and HR professional.
As the boss please do not stay to the bitter end. Nominate someone else to remain to the end of the party. Your employees like to see you come along and then leave so they can really let their hair down – and talk about you, you know they will!
Limit your own alcohol consumption and please don’t go too far. It may be Christmas, but you need to face your employees the next day with a clear head and conscience.
Finally, however tempting it is please do not talk shop! It’s an easy opportunity for employees who demeanor is loosened by a tot or two of alcohol to corner you and ask for that much sought-after promotion! Politely and firmly change the subject and move on.
In summary
Have a successful and fun time, let your hair down, build a little team spirit, get your dancing shoes on but just know when to stop, when to leave and when to draw the line.
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