HR Tips: Fun Without the Fallout
The festive season is a great time to celebrate success and boost morale. But as HR professionals and leaders know, what starts as a cheerful night can quickly turn into a headache.
5 Essential Tips
- Remind Everyone It’s Still a Work Event. Policies on dignity, bullying, and harassment apply at all times. Under the Worker Protection Act, employers have a proactive duty to prevent harassment at work-related events.
- Manage Alcohol Responsibly. Consider drink limits, tokens, or a cut-off time. Provide non-alcoholic options and food.
- Plan for Inclusivity. Not everyone celebrates Christmas or drinks alcohol. Use neutral language, offer diverse food options, and ensure accessibility.
- Set Boundaries Around Social Media. Remind employees not to post photos without consent.
- Have Clear Reporting Channels. Despite best efforts, issues can arise. Make sure employees know how to report concerns confidentially. As HR professionals we have had to support clients in dealing with sexual harassment and other claims.
Case Studies
Case 1: Alcohol-Fuelled Misconduct
Our HR consultant reported dealing with two separate incidents after festive parties: At a private sector event, allegations of inappropriate behaviour surfaced, requiring a formal investigation. In a school setting, a new member of staff acted unprofessionally at a Christmas gathering, leading to disciplinary action.
Case 2: Sexual Harassment Claim – £36,000 Award
A tribunal awarded £36,000 to an employee after being grabbed from behind at a Christmas party. The employer was held vicariously liable because the event was considered part of employment.
Case 3: Bellman v Northampton Recruitment Ltd
After a company Christmas party, the managing director assaulted an employee during an after-party argument about work. The Court of Appeal ruled the employer liable because the MD was acting in their managerial capacity.
Case 4: Inclusivity and Cultural Sensitivity
Tribunal reviews show that exclusionary practices, such as overly Christmas-centric themes or ignoring dietary needs can lead to complaints and reputational harm.
When It Goes Wrong
- Harassment claims (remember employers are vicariously liable)
- Alcohol-related incidents
- Exclusion issues
- Legal liability under new legislation
Final Thought
A well-planned party strengthens team bonds and ends the year on a high note. Preparation is everything: set expectations, manage risks, and create an inclusive environment.