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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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