After an unprecedented 2+ years, and many a Zoom Christmas Party had, 2022 is the first time in what feels the longest time, where in-person Christmas Parties are back. Whilst this might sound like a great idea, employers need to be aware that they may also find themselves liable for complaints of inappropriate behaviour like insulting conduct and unwanted sexual advances, etc, which may have occurred as a result of excessive alcohol consumption during the event.
Given that most employees perhaps have not seen each other a day-to-day basis, serious catch ups are on the cards, however with alcohol in the mix we would recommend taking Pre-emptive Action prior to the party/get together to ensure that it’s a good night for all and there are no unsavoury issues or Grievances to deal with on the Monday morning.
Be mindful that some employees still may not be comfortable with an in person Christmas Party, so be mindful of individual concerns and perhaps offer an alternative if an employee makes you aware that they are feeling this way.
It is undoubtedly nice to give back to your employees, as well as a team-building opportunity for employees’ to mark the festive season however whilst out in a group setting employees are still representing the company and should conduct themselves in a manner that is in line with the company Dignity & Respect Policy. It is advisable to remind employees of this using some of the pre-emptive measures above.
Full steps of Pre-emptive Action can be found for ISME Members here
A copy of the Memo mentioned above can be found in the Members Area here
For more information on this topic, or any other HR Support please don’t hesitate to contact [email protected]
