Twas the office night before Christmas…

Twas the night before Christmas and all through the office
not a creature was stirring, not even a mouse,
which is not really surprising as the very night before
was the office Christmas party and everyone’s heads were quite sore!

Off in Lapland they had partied as well.
And poor old Rudolph wasn’t feeling too well.
Did he not get the memo on the office policy
that you must turn up for work the next day filled with glee!

Nope his red nose was shining, from too much champagne.
And poor Vixon was blushing; she’d been on the copier again!
The head elf had bought the worst Secret Santa of all
So the PA was cross, shocked and appalled!

Then the big man appeared and said “this just will not do”.
Go grab some coffee we have much work to do!
So they all pulled together through the morning from hell.
Saying Don’t tell HR and all will be well!

And so a happy Christmas to all and all a good night

We would like to take this opportunity to wish all our readers a very merry Christmas and happy New Year.

We’ll be back on 2nd January 2018…

 

Office parties – a word of ‘festive’ warning!

For HR departments and employment lawyers alike, it is as much a Christmas tradition as turkey and mince pies. Every December we bring out articles on the perils of holding an office Christmas party, so as not to disappoint here are this year’s top tips.
Venue
It’s worth thinking carefully about the venue for your Christmas party. Is it accessible to all? including those with a disability? Can people get home easily? Choosing a venue that might encourage people to ‘drink and drive’ is clearly not advisable. So consider whether you have good public transport links or ready access to taxis.
Invitation list
When compiling the invitations be as inclusive as possible, no one should feel left out. Remember to make an effort to invite those who are currently away from work, whether because of maternity leave, sickness or any other reason. If employees are encouraged to invite their partners along, allow for the reality of unmarried couples and same-sex relationships.
Party planning
Think how you can make the party appealing to all. Organising an event based solely around the consumption of large quantities of alcohol will no doubt please some of your employees, but it could well be a turn-off for others. In particular, be sensitive to the religious and other beliefs of your employees; make sure there are plenty of non-alcoholic drink options and any food on the menu contains a vegetarian option.

Also be mindful of any guest speakers or entertainers you choose to use. There is a very well-known Employment Tribunal case circa 1996 that arose out of the booking of the ‘stand-up comedian’ Bernard Manning. You can probably guess what went wrong there!

Discussion topics
When a lot of alcohol has been consumed, people become less inhibited and more likely to say (or do) precisely what is on their mind. As a result, the risk of discrimination and harassment claims rears its ugly head. So make sure people understand that this is a work event and a level of professionalism is still required. Oh, and if you’re the boss, remember that alcohol and conversions about pay rises don’t mix!
The morning after
Make sure people understand whether they are required to be in work the day after the Christmas party. If they phone in sick, carefully consider whether it is genuine sickness or the result of over-indulgence. Then consider whether disciplinary action is required.
Policy revision?
You don’t need a policy specifically to cover your Christmas party, but it is worth considering whether your existing policies on conduct, harassment etc. are clear about what is expected of employees in this context. Take a look at HR Revolution’s Employee Handbook, it helps set out core Company expectations in terms of general conduct and includes all of your integral UK policies and employment legislation.
Lastly; enjoy, let your hair down and have fun!
Finally, and before we begin to sound too much like the equivalent of ‘Scrooge’, the Christmas party is a chance to come together, celebrate a successful year and thank your colleagues/employees for their efforts. It is also an opportunity to have fun. So having taken some sensible precautions, relax, unwind and enjoy yourself. You deserve it!
If you need any help or advice with any issues discussed above or updating any office policies all found in our comprehensive Employee handbook, why not get in touch HR Revolution and make sure your office Christmas passes without incident.

Give us a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.