Managing Christmas party risks

Ho, ho, ho…festive party season is just around the corner! About to hit the “send” button on your standard email around behaviour at social functions? Don’t forget these smart inclusions for managing Christmas party risks.

The office Christmas function provides everyone the opportunity to relax, wind down after a big year and enjoy a few drinks with colleagues. While there’s an understandable focus on everyone enjoying themselves, history (including post-event legal cases) has highlighted the possibility of less positive aspects associated with staff functions: alcohol and illicit substance overindulgence, health and safety incidents, inappropriate behaviours (such as bullying, exclusion and sexual harassment) and general misconduct.

Some business owners may not recognise that if a social event is organised and paid for by the employer, the duty of care to workers remains the same as it would if the persons were at work.

Prior to the annual staff Christmas event, it’s not uncommon for HR to distribute an internal email on expectations of behaviour at work-sponsored functions. Content of such communications typically includes:

• a reminder that attendees’ conduct at a work-related event must comply with the company’s policies, procedures and values;
• the name of a person nominated as “festivities marshal”: a non-drinking company representative attendees can approach should they witness or be part of an incident at the event; and
• travel arrangements to get home safely.

We suggest you consider including:

1. Start and finishing times of the company sponsored event.
2. That responsible service of alcohol standards will be followed at the event. Why not include a link from your state transport authority on the effects of alcohol and driving?
3. A reminder of company social media policies. With smartphones now in everyone’s hand, ready access to cameras increases the likelihood of inappropriate or embarrassing situations being captured. Such photos and posts on social media may give rise to claims relating to defamation and privacy.

Seeking inspiration what other factors you might consider in your communication? WorkSafe Queensland has an excellent short article around work Christmas parties, including employer and employee duty of care responsibilities and obligations.

While pumping out an employee-wide directive from HR’s “fun police” on this topic might seem overkill – particularly given the season – smart employers recognise the value of communicating company expectations before a function rather than having to deal with the potential challenges of responding to a team member’s claim of “I didn’t know…”

Need help with your communication on managing Christmas party risks or the right HR policies and procedures for your business? You could approach one of the big consulting firms…but it’s little secret you’ll end up with generic content documents. Doesn’t it make more sense to get HR services tailored to your business, people and operating environment? We’ll leave that decision to you.

Merry Christmas to everyone and, if you’re travelling on the roads over the festive season, take it easy and give yourselves plenty of time: better to arrive late and alive than…you get the picture.