Christmas is fast approaching and some Companies find themselves with problems on their hands particularly the fallout from the office party or organised celebrations. Some people can get over-enthusiastic in anticipation of and during celebratory events. 

As a responsible employer you will want everyone to have fun but equally you should be aware of your responsibilities and your duty of care towards your staff. Following a few simple steps will help you achieve this without cries of “bah humbug!”.

By preparing and thinking about potential problems in advance it may help minimise the risk of problems and employment tribunal claims occurring afterwards.  Remember, not everyone celebrates Christmas and New Year and it can be stressful being pressurised into celebrating something that may be against your beliefs, so always allow for this when making arrangements. However, regulations on religion and belief do not outlaw traditional customs.

Firstly, have your policies and procedures in place now, especially those that cover issues such as absence management, bullying and harassment, alcohol abuse, discipline and grievance because then you are in a much better position to handle issues which can arise at any time.  

Health and Safety is another important area to consider, so reminding all staff that in accordance with The Health & Safety at Work Act (1974), all employees have a duty to take reasonable care to avoid injury to themselves and others and must co-operate with the Company and others in meeting statutory requirements of the Act is well worth doing. 

This short list contains practical tips and advice on things to consider:
 
• Managing Absence and Sickness Leave - Having your Policy up-to-date before the party.

• Discrimination - Be mindful not to exclude anyone.

• Drugs and Alcohol Policy - If you’re going to be serving alcohol at a party – make sure you’ve read through your company’s alcohol policy first.

• Decorations - Christmas tree lights & decorations must meet modern safety standards and be tested accordingly. 

• Party Food - Follow the ‘Managing Food Safely’ guidance in order to produce food safely.

• Gambling Policy - Let everyone know the company’s stance on gambling, betting, sweepstakes, charitable collections and the selling of raffle tickets.

For further information on a policy, HR advice or guidance please contact SOS-HR 01473 276170.