Many years have passed since that most miserable of employers - Ebenezer Scrooge, said “Bah Humbug!” to Christmas celebrations.
These days, most employers try to organise some sort of Christmas celebration for their employees. To my mind, this is a far preferable a form of team building than any outward bound activity. I personally, would much rather be invited to a festive roast lunch and a glass of fizz, than to be abandoned with my colleagues in the middle of the Lake District on a miserable January weekend with a can of baked beans!
That said, most Christmas celebrations involve alcohol. Of course, this is fine provided that it is handled sensibly and that consumption of the hard stuff is in moderation. It is usually only when people overdo it, that things go wrong.
Employers need to be aware that they can be held liable for the actions of their employees at parties, where such actions are deemed to have been within the course of employment. Whether or not such acts are in the course of employment is a fine balance and employers are well advised to err on the side of caution.
If you want to ensure that your Christmas event, is remembered for all of the right reasons and doesn’t result in an employment headache for the New Year, then I would suggest the following practical tips:
Whatever we employment lawyers may say, I’m reliably informed that the vast majority of Christmas celebrations are successful. However, it is always best to plan ahead and to minimise the risk of things going wrong.
We at Whitehead Monckton, would like to wish you a Merry Christmas and a Happy New Year!