The Christmas Party - More Trouble Than It's Worth?

bahhumbug1.jpgYour company Christmas party can be great way to thank your staff for all their hard work over the past year, as well as a chance for everyone to let their hair down and enjoy the festivities.  It’s important to remember, however, that your responsibilities as an employer don’t end at home time.  Company-organised events such as office parties are deemed to be an extension of work so as an employer you have a duty of care towards your employees and can be held responsible for their behaviour, both inside and outside working hours.   

So, whether it’s a case of drunken fighting between employees, an inappropriate comment (or worse still, an unwelcome pass at a colleague!), or a member of staff injuring themselves while doing the Hokey Cokey, you could find yourself liable for any injuries (physical or otherwise!).  Remember that discrimination laws apply at the office party just as much as they do in the office! 

Facing a compensation claim isn’t any fun, but before you decide to adopt the "bah humbug" approach and ban the office party all together, consider stating your position in a substance abuse policy which you can then communicate to all employees.  If you already have this policy in place, the Christmas party is a good excuse to remind your staff of the Company’s position in relation to the consumption of alcohol and drugs.  Other points to consider are:

Before the party

  • Carry out a risk assessment – it’s often a good idea to carry out a risk assessment for your chosen venue which should include disabled access (where appropriate) as well as looking at any potential dangers and how to address these. 
  • Choose the date carefully – if your party is being held mid-week, staff need to be made aware that if they fail to turn up for work the next day because they have over-indulged, that will be treated as a disciplinary matter. 
  • Communicate – a polite reminder to staff that the party is not a free-for-all and they are expected to maintain their usual professional conduct, especially where drinking is concerned.  

On the night

  • Serve food – if food is available (e.g. a buffet or a sit-down meal), this will ensure that alcohol is not consumed on an empty stomach. 
  • Limit the availability of alcohol – consider limiting the availability of alcohol during the party; serving one or two bottles of wine per table, having drinks vouchers instead of a free bar, etc. 
  • Make sure you provide soft drinks too – not everyone will be drinking alcohol. 
  • Ask the venue staff (if appropriate) to be vigilant about mopping up spilled drinks and keeping the floor clear of obstacles.
  • Don’t forget the office junior.  If he/she is under 18 you cannot permit them to drink alcohol during the office party, regardless of what they may do on their own time!
  • If holding the party on your office premises, consider using plastic glasses to minimise the chance of breakages and possible accidents. 
  • Make arrangements for staff to get home safely.  Consider providing a minibus or at the very least, make sure that details of local taxi firms are available and encourage staff to use them (which ensures that you are taking reasonable steps to minimise the chances of harm to your employees and guests). 

 Finally, don’t forget to have fun!  Office Christmas parties can be a brilliant way to get to know your employees in an informal environment as well as developing camaraderie and team spirit.  After all, you probably spend more time (on average) with your employees than you do with your nearest and dearest!

Additional information

the Royal Society for the Prevention of Accidents

the party planner checklist from the TUC

For more information on how we can help you and your employees to have a safe and happy Christmas party, get in touch.