Celebrate the silly season responsibly - What you need to know
As the festive season approaches, our calendars are starting to fill up with exciting work parties and social gatherings, whether hosted by us or our clients. These celebrations are a wonderful way to recognise the hard work of your team, but they can also bring some uncertainty for employers regarding their responsibilities during such events.
Whether the work party takes place at the workplace or an offsite venue, it will still be considered a work function. Similarly, if employees are required to attend a client-hosted event, that too falls under the umbrella of work-related functions.
It’s important to remember that employers can be held responsible for employee conduct not only during the official festivities but also for any actions taken afterward if employees choose to continue the celebrations. Your health and safety obligations remain in effect, so these must be kept these in mind when planning events. Any injuries sustained at a work-related function, including a holiday party, could potentially lead to workers’ compensation claims.
Throughout the event, employees are expected to adhere to workplace policies, standards of behaviour, and codes of conduct. Any behaviour that breaches these guidelines may lead to disciplinary action.
While it may seem daunting to navigate these responsibilities, there are proactive steps that can be taken to ensure a fun and safe atmosphere for everyone. Here are some recommendations:
Before the holiday party:
- Communicate Clearly: Share all details of the party with employees, including the venue, start and finish times, and transportation arrangements.
- Remind Everyone: Emphasize that this is a work event and that workplace policies and conduct expectations apply.
- Have Policies in Place: Ensure that policies regarding bullying, harassment, discrimination, and social media use are clear and accessible.
- Outline Responsibilities: Prior to the event, remind employees about acceptable behaviours, referencing relevant policies, and encouraging moderation with alcohol consumption.
At the holiday party:
- Serve Alcohol Responsibly: Monitor alcohol service to prevent overindulgence.
- Provide Food and Alternatives: Ensure ample food is available and offer non-alcoholic drink options.
- Designate a Contact: Assign a senior manager to address any issues that may arise during the event.
- Set Clear Timings: Establish and communicate the start and finish times for the party.
After the holiday party:
- Ensure Safe Travels: If any employees have had too much to drink, it’s your responsibility to help them get home safely. Consider employee travel needs, such as:
- Ending the event before public transport stops.
- Choosing a venue near public transport.
- Encouraging carpooling or providing cab charge vouchers.
- Having local taxi numbers readily available.
- Clarify Employer Responsibility: Communicate that any activities or celebrations after the official event end time are not endorsed by the employer. A clear finish time helps delineate the employer’s responsibility.
We know that taking these extra steps in planning your holiday celebrations might feel like a hassle, but doing so ensures that everyone understands their responsibilities and expectations. This way, you can focus on enjoying the festivities with peace of mind! Happy celebrating!
