How to Stop Good Staff doing Bad Things at the Office Party

By Laura Duffy

December 11, 2006

An advice pamphlet from Acas has been issued to educate concerned employers on how to achieve a “Happy Christmas Party" and minimize the risk of office party related employee tribunals.  Peninsula Business Wise surveyed 4,915 companies in relation to the annual debate over the office Christmas party.  Results showed: 

• Most business managers fear employees may behave inappropriately
• 9 in 10 UK employers are vetoing the Christmas party to prevent potential tribunal claims
• 86% of respondents said they have received complaints from staff due to an incident at a Christmas party.

Employers are vicariously liable for their employees’ behaviour if it takes place in the course of their employment.  This covers the Christmas party, even when they are held off work premises and outside working hours.  Therefore, employers must protect themselves against the threat of litigation.  Developing a corporate “party policy” and communicating it to all employees is the most important success factor in an attempt to remain out of the court room.

Due to the increased rise in the number of such tribunals, a dim view is taken of employers who overlook their duty of care for employee well-being and protection at social events.  Taking reasonable steps to prevent unacceptable behaviour in advance is central to a safe and lawful party.

Laura Duffy, Policy Consultant with Baronscourt Technology, explains “the best way to avoid the post party headache is to develop your policy outlining guidelines and behavioural practices.  The important thing is to communicate and get definite agreement from all staff".  Baronscourt Technology has developed a suite of software that can assist organisations by systematically and robustly communicating company and compliance policies electronically.  The software can help create a culture of awareness and most significantly can provide an audit trail of employee agreement to your policies.

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