“…’tis the time to be merry!” It’s that time of year when office parties are in full swing.

We certainly don’t want to be the Grinch and ruin the fun, but it is important to note that these festive events can potentially cause issues for employers and employees alike. “Bah humbug!”

Most events are wonderful and pass off smoothly with a great deal of enjoyment and Christmas spirit. They show the Company’s appreciation for the work done in the year, provide motivation, builds rapport between co-workers at all levels and engages employees for the future. Sounds great!

However, what about when it doesn’t go as planned? Too much alcohol leading to harassment, bullying, violence, sexual advances or promises that can’t be kept. What about those employees who are under the legal drinking age, have differing religious beliefs, are disabled or even those who do not wish to attend? Remember that Christmas is a difficult time of the year for some people. Driven by the mix of a free bar and removal of work stresses, relaxed inhibitions can foster office gossip and unwanted banter. Poor behaviour from employees could affect the Company’s reputation if it is found on social media or in the press. Ouch!

Given the potential issues, it is important that the Company gives ground rules as what it expects from employees and has checked and updated policies and procedures relating to work-related social events. These must at least include disciplinary, equality of treatment and social media. If you haven’t reviewed these recently or consider using an all-encompassing Work Related Social Events Policy contact Coppice HR (info@coppicehr.com) or 07814 008478. We would be delighted to help. Happy Christmas!

Inspired by The Office Christmas Party Do’s & Don’ts & Drink Aware – 1 in 4 Regret Drunken Behaviour