27
Nov 2015
Employer’s guide to Christmas
The festive season can bring about potential issues and problems for employers with increased work related activities and alcohol induced disputes. This short guide provides some simple guidance for employers during the Christmas period.
Christmas Party
Whether to hold a Christmas party can be a difficult decision for employers. A Christmas party can be a helpful tool in boosting morale but can also bring about potential issues, such as allegations of sexual harassment, drunkenness and disputes between employees. Employers should set out clear guidelines of expectations of conduct and behaviour prior to the party, especially since employers can be held vicariously liable for damage caused by employees in certain circumstances. It may be an idea for the employer to ensure managers are in charge of monitoring conduct during the party to spot potential issues early.
Employers should also consider their duty of care towards the employees and be wary of safety especially on the journey home from the party; arranging minibuses or coaches to and from the event may assist the employer in this regard. Employers should think carefully before offering an open bar which would encourage excessive drinking and employees’ attention should be drawn to the employer’s policy on social events. Post party, employers need to be mindful of gossip and take steps to reduce this and actively discourage any harassment.
Other Religions
Employers need to bear in mind employees of all faiths during the Christmas period. Employers should not assume that employees who do not celebrate Christmas would not want to take part in the celebrations; but, at the same time, employees should not be put under pressure to take part. Employers also need to be mindful of dietary requirements and be wary of religious views surrounding alcohol consumption.
Gifts
Giving and receiving of gifts is a central part of Christmas but employers should be careful of the messages certain gifts can convey. ‘Secret Santa’ is increasingly common and the employer or senior managers may be included in such traditions. Employers should carefully select gifts and avoid gifts which could be taken as being offensive, inducing bullying behaviour or gifts which could be taken as suggestive. In terms of corporate hospitality and gifts at Christmas, employers need to provide clear guidance to employees in light of bribery legislation and be conscious of the impartiality of the employer going forward.
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