Knowledge

Although there have always been mixed feelings about office parties (not everyone is comfortable mixing their professional and social life), the annual office/Christmas/holiday party has traditionally been an opportunity for employers to show their appreciation for the contributions made by all their employees during the year. 

As with any event, planning is everything! In addition to ensuring that the location and scope of the venue is appropriate, the dietary requirements have been considered, the transport has been arranged and that the correct speakers have been selected, there are several other pertinent practical points that need to be considered in anticipation of the festivities. We briefly explore these below. 

Invitation 

The invitation should not only set out the party logistics, but it is worthwhile including wording to remind employees that the annual party is a work function (whether it is held at the company's offices or not), and that all attendees are expected to adhere to the company's relevant policies and procedures. It may be useful to refer to specific policies (and include hyperlinks to the relevant policies), such as the bullying and harassment policy, the social media policy, the drug and alcohol use policy and the misconduct/disciplinary policy. 

It is also useful to ask employees to advise the business if there are any reasonable accommodations that may need to be taken into consideration. 

Conduct at the event 

Now, we are not suggesting that an employer is responsible for monitoring and / or controlling employees' behaviour at the office party, but it is important to have procedures in place to address any issues which may arise, including:

• identifying a primary contact person (or persons) who, in turn, are equipped to address any issues which may arise at the event;
• reminding senior managers / supervisors that their conduct (and the conduct of their subordinates) should be aligned with the company's values;
• promoting responsible alcohol consumption;
• circulating the contact details of transport service providers (taxis/e-hailing); and
• ensuring that medical kits are available at the venue (accidents do happen – dance floors can be slippery)

Gifts

It is the time of gift giving! Yes, but legal risks (including possible discrimination/harassment claims) may also arise with this ostensibly innocuous tradition. Whether it is an office secret Santa, a lucky gift draw or gift bingo, employees should be mindful of how a gift can be perceived. 

As a general rule, any gift that can be perceived as insulting, inappropriate or discriminatory (even if intended to be light-hearted, humorous, or tongue in cheek) should be avoided (when in doubt, leave it out). 

Third party parties 

We also recommend that similar steps are taken when hosting client parties during the festive season. Whether hosting or just attending client parties, employees should also be reminded that they are representing the business at these events and should conduct themselves accordingly.

If you would like any further information, please get in touch with your usual Bedell Cristin contact or one of the contacts listed.