Author: Kate Earnshaw, Senior HR Business Partner - Consultancy Services for PACT HR

Published: 8th December 2021

Disclaimer: Please note this blog was written on the 8^th December 2021, and does not reflect any rules changes or government announcements made after the 8^th December 2021.

However, as this blog is being written we have seen the emergence of a new COVID-19 variant, the return to mask wearing in certain settings; working from home where possible and showing evidence you are double-jabbed at venues; throwing into question the suitability of group gatherings once more.

Can you remember the work Christmas party last year?

Chances are it was a virtual affair, with many workplaces choosing to get together over Zoom, MS Teams etc (other virtual meeting platforms are available). Some cancelled plans altogether when, on the 5^th November 2020, England was placed in a further lockdown.

HR can often be seen as the Ebenezer Scrooge of Christmas with their messages of ‘worst case scenarios’ and tidings of woe. It’s a miracle HR are ever invited to parties! As miserable as their warnings might seem, it is important to ensure your festivities are well planned to avoid problems on or after the event itself. With that in mind, here are some factors you may want to consider to ensure your celebrations go well.

Alcohol Consumption

Whether hosting a get together on-site or off, the provision of alcohol needs consideration. The DoE does not give any specific guidance of the consumption of alcohol at Christmas parties but here are a few thoughts to consider:

• Non-alcoholic options should always be available and be conscious that some of your workforce may be uncomfortable with alcohol being present at all. It is strongly advised to be sympathetic and accommodating to their views and needs.
• If you intend on purchasing alcohol for the celebrations, then careful consideration of the use of school budgets should be taken and it is advisable to check with the LA (if a maintained school) in case there is a policy on this; if there is follow it. For Trusts the guidance is clear; The Trust Handbook states Trust funds should not be used to buy alcohol for consumption (section 2.35).
• If you are holding the event during the school day, and especially if pupils will be present – don’t have alcohol. The same approach should be taken if employees are to return to their duties after the party (for example a Christmas lunch before returning to work in the afternoon).

Disputes

Whilst parties are generally happy and fun events, as people relax they sometimes forget themselves. Tensions that have perhaps built up in the workplace simmer over and you suddenly find yourself consoling an upset colleague in the toilets or breaking up a heated fray in a hotel foyer.

It is easy for parties to feel completely removed from work but we have seen a number of Employment Tribunal cases where the judgement has been that the party was an extension of the workplace. With this in mind it is advisable to communicate to staff early that a party IS seen as an extension to the workplace regardless of venue and all employees are expected to conduct themselves accordingly. You may also wish to be clear on what is acceptable and what is not when it comes to behaviours and the consequences of unacceptable conduct.

Accessibility and Inclusivity

It is important to consider whether your celebrations are as inclusive as possible; meaning no-one in the workforce feels excluded or is left unable to attend, especially if this is due to a protected characteristic (for example, a religious belief). The timing of your event, the venue and dietary options are just some areas that have the potential to restrict, exclude or offend but by ensuring, for example, vegan/vegetarian, non-alcoholic options are available and the any chosen activities are inclusive for all you can likely avoid problems.

Finally, if an employee feels the party is not for them then it is advisable to allow them to opt-out of attendance and suffer no detriment for doing so.

PACT HR really hope that whatever your plans, you and your team have an enjoyable and fun-filled festive period (HR Representatives are fun really!).

Should you require advice/support in relation to any of the above please contact your PACT HR Business Partner for support with help supporting your staff.

For more info on how we can support your colleagues and teams, please contact the PACT HR helpdesk on 01274 436644 or email us at info@pact-hr.co.uk for more details.

Last Updated: 8th December 2021