Are you Ready for the Xmas Party? Managing Alcohol At work events Over the Festive Period
In the wake of the pandemic, the return of in-person social events has been a welcome change for many organizations. Everything from the office Christmas party to team-building exercises, play a crucial role in strengthening working relationships and your culture.
But with the festive season well and truly upon us, one thing many HR professionals will be worried about is alcohol. An integral part of British culture for many workers, drinking and partying goes hand-in-hand.
So, what can HR do to ensure things remain festive without things going wrong.
The Risks of Alcohol at Workplace Events
Excessive drinking at work events can lead to various negative impacts, for both employer and employee.
Employees might engage in inappropriate or unprofessional behaviour, or experience peer pressure to drink, even if they prefer not to. These situations can result in disciplinary actions or, in extreme cases, dismissal.
For employers, the stakes are higher. Organisations can be legally liable in the event of incidents arising from excessive alcohol consumption. This is known as vicarious liability.
Employers are responsible for ensuring the safety of their employees during these events, as they are often considered an extension of the workplace. This means that incidents, such as accidents or inappropriate behaviour, can lead to claims of negligence, breaches of health and safety legislation, and even discrimination claims.
The concept of vicarious liability is critical in the context of workplace social events. This liability has been proven in court many times. For example, in the case of Clive Bellman v Northampton Recruitment Limited, an employer was found liable for the actions of a director who assaulted an employee during a work event.
The Need for a Social Events Policy
Given the potential risks and legal implications, it’s essential your business has a clear policy for social events. This policy should detail:
The types of events covered
Expected behaviour
Unacceptable behaviour
The consequences of policy breaches.
This policy should be supported with clear examples and scenarios so that there is no ambiguity. These should include everything from the appropriate consumption of alcohol to the use of illegal substances, and address issues like swearing, aggressive behaviour, and adherence to other company policies. Importantly, it should also cover post-event expectations, such as attendance and performance at work the following day.
Having a well-defined policy not only helps in maintaining a safe and respectful environment but also protects the company from potential legal issues .
Creating an Inclusive Environment
If you work in HR, the likelihood is you have at least some small part in arranging company events, particularly the Christmas party. You are probably already well aware of the diverse preferences and needs of your employees. Not everyone drinks alcohol, and the reasons vary from health and religious beliefs to personal choice.
To foster an inclusive environment, employers should offer alternatives to alcoholic drinks, such as soft drinks or non-alcoholic options. Events should not be centred solely around alcohol consumption; alternative activities like escape rooms or team sports can be more inclusive and engaging for all staff members.
Workplace social events are an integral part of our working lives, offering a chance for employees to connect and unwind. They’re often a way of rewarding employees for all their hard work. But in the excitement of organizing these events, it is important not to overlook your responsibilities.
By taking some of the proactive steps outlined in this article, you can be sure these gatherings are enjoyable and inclusive, whilst also being a positive reflection of your organization's values.