{"id":9442,"date":"2022-10-27T13:13:00","date_gmt":"2022-10-27T13:13:00","guid":{"rendered":"https:\/\/www.kateunderwoodhr.co.uk\/?p=9442"},"modified":"2023-12-04T15:31:43","modified_gmt":"2023-12-04T15:31:43","slug":"workplace-christmas-party","status":"publish","type":"post","link":"https:\/\/www.kateunderwoodhr.co.uk\/blog\/payroll-benefits-and-wellbeing\/workplace-christmas-party\/","title":{"rendered":"Workplace Christmas Party 5 Do’s and Don’ts"},"content":{"rendered":"

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Workplace Christmas Party<\/strong><\/h2>\n

A party during the festive period can be a great way for your team to let off steam and give them a big thank you for all their hard work throughout the year.\u00a0 However, during the festive period, there can be a lot of challenges that arise for Employers with regard to HR and people management \u2013 one of them is the workplace Christmas party.<\/p>\n

Here are a few tips to ensure that it\u2019s a party to remember, for all the right reasons:<\/p>\n

    \n
  1. If you have scheduled your event to be during the week, ensure that staff that will be working the next day are reminded that they will be expected to come to work on time or if they know this will be an issue for them that it should be booked as annual leave.<\/li>\n
  2. If you are having a free bar, ensure this is capped by using tokens or vouchers and ensure some sort of food is also provided \u2013 such as a meal, finger food or snacks.<\/li>\n
  3. Ensure there is a reliable member of the team available on-site to handle any situations should they arise.<\/li>\n
  4. Remember that festive event are an extension of the workplace<\/a> and employees should be made aware that a certain standard of behaviour is expected of them.<\/li>\n
  5. Ensure that a duty of care is given to staff \u2013 this includes arranging for transport to take employees home once the event has ended.<\/li>\n<\/ol>\n

    Before the event, you could also:<\/h3>\n

    Emphasise your Social Media and Events Policy<\/strong><\/h4>\n

    Employers should ensure that staff are familiar with any policies the organisation may have on social events and ensure their teams are briefed on the appropriate conduct during these events.<\/p>\n

    If you don\u2019t have a workplace Christmas policy in place currently, it is always a good idea to get one in place – not only because you have a duty of care towards staff but also because it is good practice.<\/p>\n

    Employees should be made aware that if an incident is closely enough connected to work to have an impact on a working situation then they can be disciplined for misconduct after the event.<\/p>\n

    If you don\u2019t have a Social Media Policy<\/a> in place then we highly recommend that you make it apparent to your staff what can and can’t be shared online as well as what kind of content is deemed to be inappropriate \u2013 such as posts of a discriminatory or defamatory nature or personal\/embarrassing information about a colleague or manager.<\/p>\n

    You should take the time to gently but firmly remind staff that their actions represent the company as a whole, and therefore any form of misconduct could potentially bring your company into disrepute.<\/p>\n

    After the event<\/strong><\/h3>\n

    If an employee is scheduled to work the day after the event and comes to work late or not at all the day after the event, what steps can you take?<\/p>\n