Christmas event planning – getting together or staying virtual

Employers will be deciding on the type of work events to hold as we head into the festive season. Whether it’s a return to the traditional get together or a virtual event, there are some important HR issues to consider.

The in-person get together

Employees may be more excited than usual to get together and celebrate after limited opportunities to socialise over the last couple of years.

Employers will want an event that employees will enjoy, but it’s also important to minimise post-party regrets.

Setting the scene: the event invitation

Employers will need to let their employees know when and where the event is taking place, so why not combine this communication with reminders about the importance of appropriate conduct?

A long list of dos and don’ts sent out right before the Christmas party is not very festive, but employers need to ensure that their employees are aware of the position on issues such as discrimination and harassment well in advance of an event.

That said, most people don’t need to be reminded by their employers about the minimum standards of good behaviour at a work event (e.g., no illicit drugs, no violent conduct or abusive language, no drink driving). But employers may want to ask their teams to think twice before sharing inappropriate or embarrassing photos or videos of their colleagues after the event, even on their own private accounts.

Also, if employers expect attendees to be on time and able to work the next day, that should be made clear before the party.

Getting it right

Ground rules are important, especially if alcohol is on offer. Professional norms often go out the window when inhibitions are lowered, and unfortunately sexual harassment is not unheard of at corporate social events.

Employers must remember that harassment can happen through email or social media as well, so it can continue well after the last taxi pulls away from the venue.

The result of poor employee conduct at the company Christmas party can be costly for employers, particularly if they end up spending hours trying to resolve issues before they become formal grievances or require disciplinary action. Don’t forget that vicarious liability means that employers are responsible for their employees’ actions ‘during the course of their employment’ – and that includes staff parties organised by employers, even those held off-site and with optional attendance.

People first

A great Christmas party will come down to how well employees understand and champion their employer’s values all year round. For example, managers deserve to enjoy the Christmas party, but they are also role models to more junior staff members and play an important role in creating an employer’s workplace culture.

They should be alert to language and behaviour that does not support it, particularly at work social events

A manager who deals immediately with something they consider to be inappropriate could prevent a minor incident from becoming a serious situation.

The virtual event

Virtual events may be preferred by employers and employees who remain cautious about in-person gatherings, particularly over the winter months. Have a look at our article on virtual Christmas party alternatives if you need inspiration.

Some of the considerations outlined above will still be relevant, so a similar invite/policy approach for a virtual event could be worthwhile.

If you have any questions or concerns, please get in touch with Laura Cerasale or Kerri Constable.