Can you discipline a staff member for inappropriate behaviour at a work Christmas party?
Posted on 6th December 2024
In short, yes. If a staff member behaves inappropriately at a company held Christmas party, there may be grounds for disciplinary action. Under the same thought process, companies are liable for the behaviour of their staff members at events held outside of the workplace but organised by the company themselves.
Christmas is a time to unwind, and hosting a staff Christmas party is a fantastic way to thank the team, celebrate the year's achievements, connect with colleagues and boost morale.
However, it is important to remember that this is still a work-related event, and the behaviour portrayed can have serious consequences.
Here’s what you need to know.
Even though a Christmas party may feel informal, it is considered an extension of the workplace. This means the actions during the event are subject to the same standards of conduct as in the office. Inappropriate behaviour can damage relationships, affect the business reputation, and in some cases, lead to disciplinary action.
What type of behaviour constitutes inappropriate?
Whilst we all want to have a good time and let our hair down during the Christmas period, it is important to remember that this is a work event. An employee's behaviour should ultimately not differ from the behaviour they would portray in the office environment.
Unfortunately, when alcohol is involved, inhibitions are lowered and mistakes are made. Here are a few examples of behaviours that could potentially put employees in hot water
Excessive alcohol consumption:
Overindulging can impair judgment and lead to unprofessional or inappropriate actions. For instance, loud arguments, offensive jokes, or other disruptive behaviour may result in complaints. I am not saying that employees cannot let their hair down and have a good time but be careful with open bars or encouraging excess alcohol consumption.
Inappropriate comments or actions
Off-the-cuff remarks or jokes that are offensive, discriminatory, or disrespectful can have serious consequences, including allegations of harassment. If you would not expect to hear it in the office, it is reasonable to not expect to hear it in a more social environment.
Fighting or aggression
Any physical altercation or aggressive behaviour is likely to lead to immediate disciplinary action. This is a definite no go. Not only will it likely lead to disciplinary action but you, as the company owner could be liable for any damage to the venue.
Breaching social media etiquette
Sharing inappropriate photos or videos from the party without consent can violate privacy and workplace policies. Employees should be careful of the content they share. Whether it be pictures of colleagues or derogatory or inappropriate comments about the company, if it is in your company policy, a social event does not delete that.
Romantic advances or unwanted attention
Misjudged or unwelcome advances can lead to accusations of harassment or create uncomfortable working relationships. Again, where alcohol is involved, it is not too far-fetched to think an employee may take things too far. It can be construed as sexual harassment whether in a work environment or not.
The Christmas party is an opportunity to celebrate and connect with your team, but professionalism should not take a back seat. By taking appropriate steps to ensure employees stay within professional boundaries, you can enjoy the festivities without jeopardising the reputation of your company or the employees themselves.
What steps can you put in place to ensure a safe and enjoyable Christmas party?
Communicate expectations clearly
Remind employees that the party is an extension of the workplace, and the company’s policies (e.g., on harassment, discrimination, and professional behaviour) still apply.
Set clear guidelines on responsible drinking, especially if the company is providing free alcohol
Ensure that you have an up to date Dignity at Work policy and have carried out a risk assessment
The law requires the employer to take all reasonable steps to prevent all types of harassment. Whilst the obligation is on the employer to prevent all types of harassment, since the 26 October 2024, sexual harassment in particular require employers to take proactive steps to prevent this behaviour in the first place. This includes training all your staff.
Have a social media and alcohol policy in place
This policy should be in place all year round but now is a good time to encourage staff members to re-read it and be aware of it ahead of the event. Ensure your employees are aware that the Christmas party is still a professional environment and whilst you want them to enjoy themselves, be aware of the boundaries and limits of their behaviour.
By taking these steps, employers can create a Christmas party that is enjoyable, inclusive, and safe for everyone, ensuring it’s a memorable highlight of the year rather than a source of stress or conflict.
By taking these steps, employers can create a Christmas party that is enjoyable, inclusive, and safe for everyone, ensuring it’s a memorable highlight of the year rather than a source of stress or conflict. Please do not hesitate to contact me if you would like up to date documentation and a one hour training session for line managers, Daxa Patel, Taking HR from TO DO to DONE.
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