We’ve Scored a Major Goal…

Well...nearly!

The HR Hero will be at Bizfest this Thursday. We are sponsoring the event, and also have a stand.

You’ll recall a few weeks ago that I told you about our sponsorship of Droitwich Youth Football Club and Bizfest provides the perfect opportunity to wear those bright pink football tops! We even have a football based give away, and will be looking forward to awarding the winners of the Community Champion Award 2024.

To add more excitement to the day we’ve netted a fantastic achievement… The HR Hero has also been shortlisted for the Small Business Award 2024.

I’ll keep you updated, but win or loose we are pleased to have earned our spot on the field and we are looking forward to celebrating with all the finalists!

Speaking of celebrations, our topic for the month has been the death of the Christmas party and this week delves into the best ways to avoid Christmas party disasters.

How to Avoid the Christmas Party Hangover

Manage behaviour

Staff should be made aware the Christmas party is an extension of the workplace.?

Have a policy or code of conduct for work related events that outlines:?

• Types of events
• Expected standards of behaviour
• Additional company policies that still apply during such events e.g:

·??????? Harassment and Bullying

·??????? Code of Conduct

·??????? Inappropriate Behaviour

Make a Code of Conduct

Develop a simple policy or code of conduct for the event, highlighting behavioural do’s and don’ts.

Communicate this to staff beforehand and ask them to acknowledge and agree to it.

A piece of research by Igniyte carried out in 2022 found that “47% of companies are sending out prior communications advising on the expected professional conduct of their staff at the upcoming party”.

This could include:?

• Do have fun but don’t get drunk. Limit alcohol intake and provide non-alcoholic options.

• Do be friendly but don’t act inappropriately. Any unwanted physical contact, comments, or jokes are unacceptable.
• Do take the next day off if needed but don’t call in sick the next day. Unapproved leave following the party may be treated as unauthorised absence.

?

Have Managers Monitor Staff?

Ask managers to monitor their teams during the event to ensure everyone remains professional. Stop any inappropriate behaviour immediately and take the necessary action. Managers should also not get intoxicated themselves.

Arrange Transport Options?

Organise transport to and from the venue for staff who have been drinking to avoid drink driving. You could provide taxis, a minibus shuttle service or encourage carpooling between colleagues.

Limit Alcohol Consumption?

One of the most important HR policies to have in place for office Christmas parties is limiting or prohibiting alcohol consumption. As much as staff may want an open bar, unlimited drinks can lead to poor decision making, inappropriate behaviour, and legal issues for the company.

Set a maximum number of drink tickets per person to control consumption. You can also choose to limit the types of alcohol served to just wine and beer, avoiding hard liquor. And don’t forget under 18’s are not allowed to buy or drink alcohol, and other staff shouldn’t buy it for them.

Make food readily available to slow alcohol absorption. Savoury and sweet nibbles give partygoers something to do with their hands and mouths other than just drinking. Staying well fed and hydrated is key to avoiding or lessening the severity of hangovers and poor choices.

Stop serving alcohol at least an hour before the end of the event. This gives staff time to sober up before heading home and ensures no one feels pressured into drinking right up until the end.

Designate reception and security staff to monitor for intoxicated behaviour and step in if needed. Their role is to politely cut off anyone who has had too much to drink and ensure they leave the event safely, whether by taxi, carshare or with a sober friend or colleague.

By putting the right policies and precautions in place, businesses can allow their staff to have an enjoyable social event while avoiding potential issues around misconduct, health and safety risks, and reputational damage. After all, ‘tis the season to be responsible! Staff will appreciate the duty of care shown by their employer.

Disclaimer:? Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.? If you are unsure about how this information applies to your specific situation, please seek expert/legal advice