An Employers HR Nightmare – The Office Party

legal updates

It's that time of year where everyone begins to get into the festive spirit.

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It’s that time of year where everyone begins to get into the festive spirit. 

Here’s how it can, from a HR perspective, become an employers worst nightmare. Here’s our top 5 things to be cautious of…


1.    Be Crystal Clear in your policies

So as to save any confusion, make you’re your staff handbooks are up to date and policies relating to the areas below are clearly covered. This saves a lot of hassle at a later date because employees then know what you expect of them and in return what they can expect from you.

2.    Alcohol and Drugs

Yes everyone likes to have a good time and be ‘Merry and Bright’ but if your employees have to drive vehicles, they cannot be over the legal limit the following morning. Many, many, people forget this fact and it can have severe consequences to them as an individual and also you as their employer, as you are liable for their actions when they are acting in the course of their employment.

3.    Office Party ‘Banter’

People tend to let their hair down a little at the office Christmas party, but they should still remember that this is a working environment. So employees telling each other how they really feel about one another in ‘banter’ or playing office pranks, may be misconstrued. As such any grievances you receive should always be dealt with, as it is still your responsibility to do so.

This can also extend to social media, so open confessions all over Facebook or inappropriate photos on Twitter will also have to be dealt with accordingly.

4.    Sore heads the next day!

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Employees who fail to turn in after a night on the town, whether it be after your own Christmas party, or another, is a disciplinary offence. Please remember to apply the same rules to all, to avoid any discrimination claims.

5.    Severe weather – what to do

You owe a duty of care to your staff and therefore be careful about insisting that they come into work in a snow storm! However employees sometimes use slightly poor weather as an excuse to have a ‘duvet day’, there has to be a balance. Parents of children, whose schools or nurseries close due to snow should be granted Parental Leave (which can be without pay unless your contracts state otherwise).

Related Legal Updates

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

Parents and Carers: New Protections at Work

Parents and carers will benefit from the following new employment protections that received royal assent in May 2023.

April 2023 Pay Rate Increases

The new financial year is upon us, with new rates abound.

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