CHRISTMAS ‘DOS’ & DON’TS!
A key part of many of our festive plans will be the work Christmas ‘do’; a time to reward staff and acknowledge the year’s successes!
However, without killing the festive vibe, it is important for management to spend time, pre-party:
1) ensuring that the party is inclusive for all; and
2) thinking about any potential risks to staff, and taking steps to remove these risks, given the new duty on employers to take reasonable steps to prevent sexual harassment in the workplace (and the more general duty on employers to prevent harassment of any kind).
Importantly, the term ‘workplace’ has a wide meaning and does extend to work-related social events.
Employers may wish to think about the following factors:
· Where are we hosting the party? Is the venue accessible for all? If not, can we make it more accessible, or do we need to change venues?
· The timing of the party and whether this prevents some staff from attending. If some staff can’t attend due to timing (e.g. solo parents with no support network), could we arrange an event during the working day so they can attend?
· The type of venue / entertainment? Will all staff be able to enjoy this? For some employees, a loud, dark, busy venue could be completely overwhelming, and so again, you may want to think about hosting a separate event which can be enjoyed by all.
· How much alcohol will be available?
· Will food be available?
· Will there be other businesses / other guests at the venue?
· The mix of senior and junior employees – are we confident that our senior staff will set the appropriate tone?
· What time will the party finish?
· Will the party continue elsewhere?
· How are staff going to be getting to and from the party?
This is not an exhaustive list, however, applying your mind to the above and taking some relatively simple steps to address some of the potential issues, can ensure your ‘do’ is inclusive and safe for all.
“These measures should ensure that everyone can have a good time, whilst feeling included and safe (and will hopefully ensure that we aren’t speaking to any of you in January, about potential claims!)”
Potential control measures could include:
· providing alcohol just with a meal, rather than a free bar, or allowing staff to have a limited number of drinks tokens
· ensuring there is plenty of water and soft drinks available
· providing transport for employees to get home, if the party is late or in a remote setting
· reminding staff about your harassment policies and expected standards of behaviour before the party – whilst you want everyone to have fun, what some people perceive as ‘banter’ may be deemed offensive or discriminatory and so staff need to take care
· advising staff not to upload photos to social media or to LinkedIn unless the photographs are appropriate, and they have individual’s consent to do so
· making it clear to staff when the work party ends
· making it clear to employees how they can report any concerns or issues either during, or after the party
· having separate conversations with management pre-party that whilst they are free to enjoy the party themselves, they ultimately are responsible for setting an appropriate tone
These measures should ensure that everyone can have a good time, whilst feeling included and safe (and will hopefully ensure that we aren’t speaking to any of you in January, about potential claims!)
If you would like to read more about the new legislation, and the practical steps you should be taking more generally as an organisation, we discuss this HERE