During holiday gatherings and staff social functions, management must uphold responsibilities for employee well-being and maintain a professional atmosphere. Holding an event off-site or after hours does not relieve employers of their duty of care, nor does it exempt staff from adhering to the company’s code of conduct.
To prevent issues, managers should clearly communicate behavior expectations in advance. Serious misconduct, such as excessive drinking, drug use, fighting, inappropriate language, or sexual behavior, should be identified as unacceptable and consistent with the workplace policy and employment agreements.
While it’s common for management to be generous with refreshments, caution should be exercised with alcohol, avoiding limitless quantities and ensuring the availability of food and non-alcoholic beverages. Management should also set an example for appropriate behavior, specify an official end time, and enforce it. If an employee becomes intoxicated, employers should facilitate a safe journey home, such as by providing taxi contacts or arranging transportation.
For off-site events, it is important to confirm the venue’s compliance with Health and Safety obligations, assess any potential risks, and document any communication with venue staff to maintain a record for due diligence.
Ultimately, the holiday party is a time for team bonding and relaxation. However, a proactive and strategic approach by management will ensure a safe, festive atmosphere that aligns with the company’s standards and prioritizes the well-being of all attendees.
If you feel your policies and procedures are lacking in any respect or due for a review, we strongly suggest you look in our Policy Library on the Employers Toolbox. Comprehensive policies on drugs & alcohol, bullying & harassment, and disciplinary procedures are a good starting place for review this time of year. Non-members can purchase our Workplace Policy Pack if needed.