Christmas Party Time - Employer Responsibilities and Tips
Are you prepaired?
The festive season is upon us again which means work Christmas parties are also in full swing, so now is the time to make sure all employees are aware of the standard of behaviour expected and the disciplinary consequences of failing to meet those standards.
Employers have responsibilities to ensure the safety of all employees at work-related Christmas functions.
It is important to have clear policies and procedures governing the conduct, behaviour, and expectations of employees at Christmas functions to enable the employer to take disciplinary action against non-complying employees in appropriate cases.
According to workplace health and safety legislation, employers have the obligation to ensure the safety and welfare of their staff while at work. This obligation extends to corporate Christmas celebrations regardless of whether the function is held on work premises.
Aside from the OHS implications in the event of an injury to an employee, there are also workers compensation implications at an employer arranged Christmas party.
New South Wales workers compensation obligations extend to journeys to and from work as well as any injury sustained whilst at work. Arranging transport home for employees will go a long way to eliminating the risk of an employee making a “journey claim”.
However, the employer’s liability for a work related or journey claim does not extend in circumstances where an employee decides to “kick on” after the Christmas party has officially ended.
It is important for an employer to ensure that its requirements in relation to safe and appropriate behaviour at the Christmas party are communicated to employees at the earliest opportunity.
Tips for employers to ensure a safe and successful Christmas season include:
- To set out clearly defined start and finish times for the function.
- Serve alcohol responsibly
- Provide food and non-alcoholic drinks
- Ensure underage staff are not served alcohol
- Having a code of conduct and drug and alcohol policy in place prior to Christmas functions, and reminding employees of those policies before the function.
- Choose a safe venue with access to public transport, provide cab vouchers and encourage nominated ‘non-drinking’ drivers
- Supervising staff to prevent excessive drinking and inappropriate behaviour
- Make it clear to staff that the employer’s responsibility ceases at the end of the function and if staff choose to continue the evening, that they are responsible for their own safety
- Do not arrange or pay for drinks at alternative venues after the event is finished as this extends your liability
Polices that will assist with ensuring employees are aware of company standards and consequences for breaching those standards are:
- Drug and Alcohol Policy
- OHS Policy
- Code of Conduct Policy
- Anti Discrimination and EEO Policy
FIAA Members can log onto our website and download our Christmas policy template under the HR Policies Tab or if you are interested in becoming a FIAA Member please contact Monique at mpenton@fiaa.com.au or phone 02 4340 2000 for information on the benefits of being a FIAA Member
