Published: 28th November 2024
Area: Employment
The Christmas period can be an excellent time for workplaces to relax and employees to have fun. It gives an opportunity for a company’s culture to blossom, teams to bond and for everyone to get into the Christmas spirit.
Employment Law Christmas Round Up
During the festive season at work spirits are heightened, Christmas jumpers are out in full force and tubs of celebrations and quality street litter the counterspace. While it is a joyous and fun occasion for those who celebrate, there are still a number of things employers should be wary of to ensure a smooth sailing festive season.
However, with social events like office parties, the blurring of personal and professional can present some unique HR problems that frequently occur during the festive period.
Office Christmas party
Christmas parties offer a chance for employees to relax and celebrate with colleagues and the opportunity gather face to face in the world of remote working. However, the urge to let loose can sometimes lead to behaviour that crosses a professional boundary.
Are office holiday parties considered part of the workplace?
Yes, legally and ethically, office holiday parties are often viewed as an extension of the workplace. This means that all regular workplace policies around behaviour, harassment, and discrimination apply, and any incidents may still be subject to workplace disciplinary action.
Not-so-secret Santa
Secret Santa is a popular and often fun way for colleagues to exchange gifts. However, the anonymity involved can sometimes lead to inappropriate gifts that may offend or embarrass colleagues. This can cause unnecessary friction and may even lead to complaints of harassment or bullying.
What should we do if someone receives an offensive Secret Santa gift?
Handle this sensitively and investigate discreetly. If the offending individual can be identified, address it as you would any other workplace policy violation. A reminder at the outset to keep gifts appropriate can also reduce the risk of issues.
How can we make Secret Santa more inclusive?
Set a clear budget and encourage thoughtful, professional gifts that everyone would feel comfortable receiving. For an inclusive twist, consider a “charity Secret Santa,” where employees make small donations to a charity chosen by their match.
Rethinking alcohol-centred festivities
Alcohol often takes centre stage at holiday events, which can be isolating for those who don’t drink for personal, cultural, or health reasons. To make the celebration more inclusive, consider non-alcohol-focused activities, like a meal, group activity, or a family-friendly event.
How can we make holiday celebrations inclusive for non-drinkers?
Provide non-alcoholic drink options and consider activities that don’t centre around alcohol. Communicate that drinking is optional and choose venues where everyone feels comfortable.
Should employers limit the amount of alcohol at parties?
Limiting alcohol can be a good idea to help prevent overindulgence. Employers can offer a set number of drink tickets or provide alcohol only during specific hours to help maintain a professional atmosphere.
Summary
An office Christmas party can be a wonderful way to celebrate and strengthen team connections, but it requires thoughtful planning to avoid potential HR issues. By encouraging inclusive activities, and providing around alcohol and gift exchanges, employers can create a festive, respectful, and enjoyable environment for all. Clear communication about expectations and respectful conduct will help ensure everyone has a memorable and positive experience during the holiday season.
While the holiday season brings festive cheer and a chance to celebrate, it also comes with a unique set of challenges for employers. By addressing key issues such as managing seasonal workers’ rights, holiday pay entitlements, flexible working arrangements, and employee wellbeing, employers can navigate the festive period with ease and compliance. Offering support through clear communication, fair policies, and inclusivity ensures a positive and productive holiday season for both employees and employers alike. By remaining proactive and understanding, businesses can create a workplace culture that is festive, fair, and respectful of the diverse needs of their workforce. For a large majority of businesses, particularly those in retail, the holiday season may mean acquiring additional support through seasonal workers. We explore the rights seasonal workers have and address other key questions on the topic. Flexible working, especially during Christmas, can help balance business demands with personal challenges. We explore strategies for managing flexible working requests and policies. Flexible working, especially during Christmas, can help balance business demands with personal challenges. We explore strategies for managing flexible working requests and policies. At this time of year, Christmas bonuses are a key topic of conversation within employment. We explore the types of bonuses and tax implications for your business to consider. Managing employee absences, particularly over the holidays, can make things difficult. We discuss what can be done regarding non-genuine absences and how to balance this with business needs. To avoid grievances over holiday rotas, employers should set clear expectations with staff surrounding holiday cover, time off around the holidays and any additional over-time needed to support the business. However, if a grievance does arise, we set out the steps to consider to ensure it is handled with care. Supporting employee wellbeing during the holiday season is crucial, as this time can bring increased stress, especially for working parents juggling childcare and work responsibilities. We highlight the ways employers can effectively support their employees to foster a positive and productive workplace culture. We explore ways to maintain an inclusive culture at Christmas, focusing on respecting diverse religious beliefs and promoting a supportive and cohesive workplace environment. While the buzz around Christmas heightens, there is no denying that the winter months can make getting to work difficult for those who need to travel. We share the key considerations for employers during this time. Over the holiday season, many businesses see an increase in remote work. With employees logging in from various locations and devices, we share the key steps to protect your business’s security during this season. Over the holiday season employees are increasingly eager to spend time with loved ones and often travel to make the most of the festive break. We share how employers can balance this with the business needs effectively to help the business run smoothly and enhance employee morale. The Christmas period can be an excellent time for workplaces to relax and employees to have fun. However, with social events like office parties, the blurring of personal and professional can present some unique HR problems. We provide guidance to help ensure your office to get together runs smoothy.
This Christmas we are covering a multitude of topics to help you navigate the holidays with ease.
Day 1
Seasonal workers rights
Day 2
Flexible working rights
Day 3
Christmas holiday pay
Day 4
Christmas bonuses and employer gift giving
Day 5
Managing employee absence over the holidays
Day 6
Handling grievances over holiday rotas
Day 7
Supporting wellbeing during the holidays
Day 8
Creating an inclusive workplace culture during the holiday season
Day 9
Can you take the day off when it’s too cold?
Day 10
Remote working security to protect your business over the holidays
Day 11
Travelling over the holiday season
Day 12
Office Christmas party guidance
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Tom is ranked as a Next Generation Partner in the Legal 500 United Kingdom 2024 edition and is also part of a team ranked as a Top Tier Firm for Education in the same edition.
Tom works with employers to prevent and resolve people issues, to ensure their organisations continue to work efficiently and effectively.
Tom is an experienced employment lawyer and is the firm’s Head of Further Education, leading our relationship with the FE sector.
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