Don’t delay, read today
It can be a fantastic opportunity to boost morale and build camaraderie, but there’s also the potential for things to go wrong, leading to issues and HR headaches that can reverberate well into the new year and beyond.
At Allen People Solutions we have prepared some guidance to help you avoid some of the key potential pitfalls and help ensure a successful, safe, enjoyable and incident-free festive celebration for everyone.
Work parties can be regarded as an extension of the workplace and an employer can be held vicariously liable for behaviour outside of the workplace but in connection with it. This means any act committed by an employee in the course of their employment can be treated as falling under the responsibility of the employer – regardless of whether the employer knew or approved of the action. Employers can also be potentially held liable for the actions of other guests at their social events e.g. customers / clients / suppliers.
Discrimination, harassment and victimisation on grounds of equality are unlawful – and whether or not an act of discrimination / harassment is deemed to have been carried out in the course of employment is a question of fact to be determined by tribunals on a case-by-case basis.
Employers can help defend such claims if they can show that they took all reasonable steps to proactively prevent the discrimination or harassment from occurring.
To take proactive action and mitigate risk:
To help, we have prepared an example guidance template for you to use and adapt to send out to your teams to help proactively ensure a successful and incident-free end-of-year party.
The sample template sets out important guidance, by way of reminder, to make sure employees understand the required standards of conduct and/or behaviour at work related parties or events.
Your duties under the Health and Safety at Work are likely to extend to social events associated with work where they are organised or hosted by management.
Employees also have a general duty to take reasonable care of their own health and safety and that of other people who may be affected by their acts or omissions at work.
Take steps to ensure, as far as is reasonably practicable, the health, safety and welfare of employees including:
Establish clear and comprehensive guidelines for employees’ online conduct, and including during work-related social events.
In today’s digital age, sometimes social media can blur the lines between personal and professional lives and create risk. What happens at the end-of-year party, or otherwise in work or in connection with it, can run the risk of being posted or commented about online which can damage relationships, reputation and much more…
Make sure you take proactive steps to protect your employees (and your business reputation) from inappropriate conduct or potentially damaging online content so far as reasonably possible in line with your duties to anti-discrimination, harassment and/or bullying.
Have a comprehensive social media policy that clearly sets out:
Excessive alcohol consumption can often be a contributing factor to incidents at end-of-year parties. While a festive atmosphere is encouraged, responsible alcohol management is paramount.
Key steps for responsible alcohol management:
A successful end-of-year party is one that includes and caters to everyone. Ensure your event is accessible and considerate of all employees, as well encouraging everyone to be inclusive.
Key considerations for an inclusive event:
The morning after the end-of-year party can often see a spike in employee absences and lateness.
To address this:
Contact Allen People Solutions today.
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