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December 12, 2022
It’s that time of year again when mulled wine is flowing and the mood is merry. We have all been looking forward to a proper knees-up up post covid but how can an employer balance their employees having a good end-of-year bash without crossing the line?
In this article, we tackle tips and tricks to having a Christmas party without making it to the naughty list. From where a business is liable, to setting down ground rules, our employment law experts weigh in.
It’s important that employers are aware that even if the office party isn’t happening at the office, it will almost certainly be classed as an extension of the workplace. With that in mind, anything that happens is likely to be viewed as happening in the course of your staff’s duties. As a result, you as the employer will be liable for that behaviour. So how can you avoid something worse than a hangover? We have a few top tips which might help.
Make it clear that the Christmas party is an extension of the workplace and so whilst everyone is there to enjoy themselves, they should still be mindful of their actions and the standard of behaviour expected.
Unsurprisingly, there is often an increase in staff absences the day after the Christmas party. For the benefit of a few sore heads, it’s helpful to make your expectations of your employees clear. To avoid hangover heavy sick days, incentives such as offering a free breakfast, the morning off, or a later start time is a great way to encourage employees to get themselves (and their hangover) to the office. Alternatively, if you’re feeling the Christmas spirit, you can close the office the following day.
So, what should you encourage your team to do? And which things are no-go's?
Even employers who have done their best to avoid issues can find themselves facing reports of inappropriate behaviour. So what should you do if that happens?
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