How to make the office party a cracker
In this climate of economic depression you might imagine that the office Christmas party would be almost a thing of the past. While once-lavish festivities may well have been trimmed in line with the New Austerity, it seems that there are still employers – and employees! – who view the traditional Christmas party as an important morale booster.
Despite tightening budgets, widespread apprehension about the future and even, unfortunately, job cuts in some cases, many bosses feel that Christmas provides a key opportunity to thank staff for their hard work and support during the year – a message that is perhaps all the more important in testing times.
That goodwill however can all too easily evaporate if the festive celebrations go awry so this week the Labour Relations Agency is offering some sound advice on holding and partaking in the Christmas Office Party.
Paul Blease who is Employment Relations Manager with Labour Relations Agency says, “No-one wants to be a party pooper, but it’s important to recognise that what starts off as a great night out with colleagues can very easily turn to disaster. It may be someone bending the boss’s ear about how he or she should run the business . . . a member of staff getting drunk … making untoward advances . . . telling a colleague what he has always thought but previously had the good sense to keep to himself . . . or maybe an off-colour joke causing deep offence . . . the list of awful opportunities is endless.
“Usually good sense and good manners prevail but, when things go wrong, as occasionally they do, reputations can be damaged and working relationships damaged beyond repair. Our advice is to plan ahead so that the party goes with a swing and doesn’t cast a shadow over New Year.”
Planning ahead should mean more than booking the venue and choosing a festive menu. At work-organised events or parties, whether during or outside working hours, the employer is still legally liable for employees’ behaviour and anything that can be an issue in the office and within working hours can equally be an issue at a Christmas party. The same policies, procedures and legal recourse for employees apply and, when staff behaviour at parties gets out of hand, it’s often the employer who suffers a potentially expensive ‘hangover’.
Paul therefore suggests that a good way forward is to involve employees in the planning process, perhaps with a small committee that is representative of the workforce. Discussion and planning by employees and the employer should include the preparation of a ‘Party Policy Statement’ which makes it clear what behaviour is acceptable and what is unacceptable and could initiate disciplinary action. This statement should be circulated to all employees before the party.
The statement should highlight that employees are under the umbrella of the company/organisation and that as such, normal rules, policies and procedures, including disciplinary and grievance apply. The conduct expected should be outlined and examples provided of what breaches might look like;
The old Ulster adage ‘drink in, wit out’ is often at the root of party problems. Too much alcohol increases the risk of aggressive behaviour and, with it, the risk of claims against the employer. It should be made clear before the party (in the policy statement) that employees are advised to keep alcohol consumption to moderate levels, but employers also need to have a plan to deal with a situation should it get out of hand.
As alcohol lowers inhibitions it may also make people more vulnerable, and employers may wish to consider issues such as homeward journeys for their staff. It could be argued that an employer is responsible for post-party staff travel arrangements, so consideration should be given to lifts, with reliable and sober fellow employees, or taxis to ferry everyone home safely. The employer may well want to warn staff that any absence the day after the party related to hangovers etc is not acceptable and may be treated as unauthorised absence;
Owners and managers will want to show that they are regular people, but there is a difference in being ‘one of the team’ and ‘one of the gang’. The boss may be intent on enjoying the party but there may well be staff who won’t want to miss what seems like a golden opportunity to air grievances, press claims for promotion or moan about colleagues. Be warned: vague, half promises about pay rises or promotion made in the glow of the festive spirit may well be taken by employees as definite commitments.
Before you abandon the office party as not worth the trouble, just remember that most parties are not just problem-free, but also great fun. Most people can enjoy partying without getting into any difficulties and the Christmas party remains one of the undisputed highlights of the business year. The risk of party problems has to be balanced with the opportunity to enjoy the company of colleagues …. and the spirit of Christmas wins hand down!”
Free advice is available on all issues relating to the workplace from
The Labour Relations Agency’s Helpline on 028 9032 1442.
