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- Party policy: Your Christmas party is a work activity so you’d be well advise to establish some guidelines from acceptable standards of behaviour to health ans safety responsibilities, even a grievance procedure.
- Take your partner…? If you invite employees’ partners to the party be aware that must also include same-sex partners to avoid potential sexual orientation discrimination claims.
- Your round…? If you’re supplying the alcohol, set a limit on how much money you put behind the bar. If you are seen as encouraging the consumption of alcohol you could be legally responsible for an employee’s welfare if a drink-related incident should befall them.
- Mind your P’s: Avoid discussing pay, promotion or prospects with employees at the party, particularly if you’ve had a few. Your staff might, quite understandably, expect you to honour drunken promises.
- Passion killer. Most employers have a view on workplace relationships, although few of them have a firm policy. Let your views be known in advance as a misplaced encounter, however brief, under the mistletoe can cause repercussions in the workplace that last for months.
- The morning after. Your staff have a contract with you to be fit enough to carry out their work and it’s up to you to decide how lenient you want to be about late arrival and working with hangovers.
by admin