Common Christmas Party Questions Answered!
With the Christmas party season approaching, ACAS has answered some of the most common questions of the hundreds they are asked every year by businesses.
If you are planning a party for your employees, then it is much easier to prepare yourself for any problems in advance!
Q What if an employee who has clearly drunk too much at the office Christmas party is planning to drive home. It's not your responsibility is it?
A Wrong. As an employer you have a 'duty of care' for your employees. So as it's the company's party you need to take some responsibility. Think about travel arrangements and maybe end the party before public transport stops running. Or provide the phone numbers for local registered cab companies and encourage employees to use them.
Q How can you make sure people don't get too drunk and fail to turn up for work the day after the party?
A Make sure there are plenty of non-alcoholic drinks and enough food. Before the party, ensure that all staff are aware that disciplinary action could be taken if they fail to turn up for work and there is reason to believe it is due to too much booze.
Q What if an employee suffers verbal abuse about being gay at the local pub before the party - it's not on work premises so it's a matter for them isn't it?
A Wrong. Going to the pub before the office party counts as an extension of work and so all the laws covering discrimination still apply. Make sure the company has policies in place on bullying and harassment and discrimination and that everyone knows what they are.
Q What if you can't afford to pay a Christmas bonus this year although you have paid it for the last ten years. Employees will be disappointed but there's no problem with the law is there?
A Wrong. Even though the bonus is discretionary staff can argue that it has become contractual through custom and practice. Before deciding not to pay, tell staff why you feel unable to pay it and try to agree a solution. For example, you could offer to pay a proportion of the bonus or stagger payments in the next few months. Or you could offer to pay the drinks bill at the Christmas party!
Rita Donaghy, Acas Chair said: "If companies have policies and procedures in place which cover the key issues like discipline and grievance, bullying and harassment, discrimination and absence they are in a much better position to handle these sorts of issues which can happen at any time, not just at Christmas.
"Our helpline staff are very broad-minded and with many years’ experience of giving advice on employment relations the chances are they have heard it before. So if you do have any employment relations queries give them a call. I'm confident they will be able to help.
"But don't let potential hazards put you off organizing something for Christmas. Staff will feel valued if you treat them right. Think about asking them what they want to do and ask for suggestions on how to cater for any problems upfront."
Read our free article on Holding a Successful Office Party here.
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