It's peak party time but many of
Here are HR Advantage's top tips for those still eager to celebrate.
1. The invite
Invite everyone but if the theme is Christmas remember that Christmas is a Christian holiday - so do not pressure someone to attend if they don't want to on the grounds of religion. If the event is out of hours, also remember that some people have family responsibilities that may prevent attendance. If telling people to bring a Secret Santa gift, ask that all gifts are inoffensive. Some gifts - notably underwear and sex toys -have sparked complaints in the past.
2. Decorating the office
Take care putting up the decorations - no standing on swivel chairs!
Don't hang the tinsel on computers or other sources of heat and don't decorate emergency exit signs.
Some insurance policies may not cover damage caused by untested electrical equipment - so switch off those tree lights before going home.
Some other tips: keep fresh party food in a fridge before the party; use paper cups, not glasses; move computers out of range of spillages; and avoid flaming puddings and candles.
3. Free booze
Employers providing free drink or putting a credit card behind a bar should be careful. In one case, three employees of the Whitbread Beer Company got drunk and had a fight after a seminar on improving behavioural skills. They successfully argued that their resulting dismissals were unfair. A relevant factor was that the employer had provided a free bar and thus condoned their behaviour.
4. Age limits
Keep an eye out for the office junior. Bosses cannot allow under-18s to drink. In an extreme example, an employer was found responsible for the death of a girl at the office party due to alcohol poisoning.
5. Tables and photocopiers
Dancing on desks is likely to cause damage to property and people. It amounts to misuse of company property as does the photocopying of body parts and other leisure activities on such surfaces. Make it clear that such activities will not be tolerated or that certain parts of the office are out of bounds on the night of the party.
6. Don't ignore drugs in the loos
Under the Misuse of Drugs Act of 1971, it is an offence for an employer to knowingly permit or even to ignore the use, production or supply of any controlled drugs, from cannabis to cocaine, taking place on their premises. There may also be a breach of the Health and Safety at Work Act 1974.
7. Misguided by mistletoe
Your staff policies on bullying and harassment and discrimination still apply at the office party. Just make sure everyone knows this and knows what they are.
This is one reason why mistletoe is dangerous. A survey reported by ContractorUK found that, while 80% of women would laugh off a pass made by a male co-worker, boss or client, 13% would lodge a complaint. (We are not sure what the other 7% would do).
Employers can find that they end up paying for unwanted advances between co-workers if tribunals characterise the behaviour as evidence of a culture of victimisation or harassment.
8. Manage expectations
Alcohol makes people say silly things so always avoid staff performance reviews during the office party. In one case, an employee claimed his boss had promised him a higher salary "in due course" during a chat at a party. His pay remained static so he quit and claimed constructive dismissal. The employer won the case but only because the nature of the promise was vague. It was a lucky escape: a promise made at a party is still a promise.
9. Getting home
If a member of staff has clearly drunk too much and plans to drive home, the employer needs to take responsibility. Any employer has a duty of care to their employees - and because it's the company's party, they must think about travel arrangements. It's best to thing about how people are going to get home beforehand.
10. The morning after
If the party is mid-week and people are expected in work the next day, ensure you provide plenty of non-alcoholic drinks and food. If if might be an issue for you, ensure that all staff know that disciplinary action could be taken if they fail to turn up for work because of over-indulging.
Liquid lunches are another risk. If there is urgent work to be done, disciplinary action may be appropriate if staff are late back to the office or intoxicated. But bosses must be careful: a history of festive tolerance could be used as evidence that disciplinary action against an individual is unfair.
