Your Christmas HR questions answered…

Can you believe that two weeks today will be the 1st of December.  Most people think of the Christmas period as a time to relax and enjoy the festivities and I’m sure the office party/lunch/dinner details will dominate office conversation.  But not for business owners and managers I fear, the Christmas period can come with a whole host of issues, so why not this year, plan ahead a little and keep the period problem free.

Read the following Q&As to get the important information you need to know for your business.

Do I have to organise a Christmas party or function for my employees?

There is no legal requirement for you to organise anything for your employees.  There are some wider issues to consider here though. Just because you’re not obliged to do something, it doesn’t david-brentnecessarily mean that you shouldn’t. After all it is the season to be jolly and organising a get-together could be a great way to thank everyone for their contribution and show them that you really appreciate all that they do for the business.

Cost is always a key factor in thinking about Christmas parties, but you don’t always have to spend a fortune, keep a budget in mind and have a look at all options, there are plenty around.

Everyone wants to take time off, how can I manage this?

Getting this right all comes down to the finer details of your employment contracts. You must take the time to assess the precise terms and conditions that you’ve laid out regarding how holiday can be taken. Generally speaking, employees should know how to request time off, and how decisions will be made by the management team.

If you have certain busy periods, you may decide that you’ll only accept requests for time off between certain dates in exceptional circumstances. If you had a employee who was getting married, for example, then you may reconsider your stance.

Not all of my staff are Christian, what are the implications here?

Having a diverse workforce has a multitude of benefits. You do need to make sure though that you’re conscious of differing beliefs, and the issues that could be at play. Remember that Christmas is a national holiday in the UK, and it’s recognised among many religious groups (including the non-religious) as having a special status. If you have many employees from different religions, it may be worthwhile considering making arrangements to recognise holidaysother holidays that your employees may wish to celebrate.

This can seem like a minefield, but it’s very possible to devise an approach that will suit all needs. You may need some help though when it comes to understanding the relevance and important of various different holidays. As such, you might decide to hold a consultation exercise with your employees. Getting everyone involved in decisions that will have an impact on them will ensure that they’re accepted.

Should I give my employees a present?

I’m sure there is no employee in the world that would not gratefully a Christmas present! However there are a few things to consider.

Not the ideal christmas party scenario!

Not the ideal christmas party scenario!

First of all, make sure that everyone receives their gift. This includes anyone who may be away on maternity, paternity, or sick leave.  Also, think carefully about the nature of the gift, a bottle of wine may seem like a good idea, though not so much if you have members of staff who abstain from alcohol. Use your common sense, and get a professional’s opinion if you’re struggling with ideas.

If you need any help with updating your HR policies and procedures, get in touch with HR Revolution and will be happy to advise you or visit our HR document website www.hrrevolutionshop.co.uk, where you can download our ready to use templates and documents.

It’s worth taking a bit of time to do some planning, then you and your employees can have a very merry Christmas indeed.

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