- Never insist someone attends. Christmas is a Christian holiday and you should never make someone feel uncomfortable for not wanting to celebrate a festival they may not share.
- Make sure that expectations are set in advance of the event. Using a staff meeting or newsletter to set out your expectations for the evening is a good way to remind people that their actions on the night must not damage the brand or bring the employer into disrepute.
- Avoid the credit card behind the bar scenario. Free booze has cost many an employer more than a hefty credit card bill! You can be vicariously liable for the state your employees get into.
- Watch out for any under 18’s who attend. They should not be drinking and definitely not at your expense.
- Allocate someone to be watching what’s going on and spot any signs that it’s getting out of hand.
- Getting home. Make sure this has been considered and that your staff don’t take unnecessary risks. This is best considered when booking your venue in the first place.
- The morning after. If it’s a work day, what is going to be your expectations for the staff? Perhaps it would be best if the following day was a weekend as someone may have posted on social media that they have been on a Christmas Party and whether they were drinking or not, your parents may see this and form negative impressions.
- If you do have a ‘mid week bash’, make sure there are plenty of non alcoholic drinks on offer and food. Make sure the staff know that disciplinary action will be taken if staff have overindulged.
- Finally enjoy the celebration! You deserve it too!
If you would like a copy of our letter to send to staff before your Christmas Party please email us on email@example.com
If you need any assistance on any aspect of HR or employment law please contact us on 01527 909436