Getting the best out of your year end work festivities

If however, their has been increasing numbers who don’t attend, leave early or the excuses for not being able to make it are escalating – it’s might be time for a re-think.

This may not mean a wholesale change, perhaps a tweak to the day or location or a lunch v dinner or recognition of a different way. Talk to your staff (and not just those on the social committee – they are the ones that are usually more social anyway and like a good night out on the bosses) – talk to, survey or canvass everyone.

But, I hear you say “we have never had an issue before – I don’t want to be the fun police”

Congratulations – if you have never had an issue reported to you before that’s great. But statistically reporting is rarely an indicator that nothing went on, nor, that a staff member hasn’t felt victimised or even just a bit ‘icky or awkward’ after a crass joke or an inappropriate kris-kringle gift.

As a business owner, you also have obligations to ensure that you are proactively ensuring a workplace is free from harassment – not just dealing with reports after the event.

If you are having an End-of-Year event there are a few must do’s:

• Inform the team in advance of what they can expect in the leadup to the end of the year activities both for work requirements and details of the Christmas/ End of Year Party. Review and distribute your company Code of conduct.
• Set behaviour expectations and responsibilities prior to the event reminding staff that as a work-sanctioned event and company rules remain in place.
• Outline to staff any dress requirements (particularly your new staff).
• Remind everyone that bullying/harassment and workplace health & safety obligations still apply regardless of where the party takes place OR where it ends up.
• Ensure your managers know their responsibilities to enforce the code of conduct and other behaviour expectations. Also what they need to do if things look like they are going ‘pear-shaped’. Your managers have additional responsibilities under the Workplace Health & Safety laws which also also applicable at an end-of-year event.
• Remind all staff that failing to address issues or incidences that (in the normal course
• of business) would be considered unacceptable, could be construed as condoning such behaviour.
• Encourage staff to let you know in advance whether they need assistance to keep their alcohol consumption in check (some medications amplify the effect of alcohol).
• Ensure alcohol-free alternatives are available and check in with staff who have asked
• for support.
• Make sure if you are not at a licensed venue that alcohol is served responsibly and wherever the venue is that binge drinking and drinking games are avoided.
• Ensure plenty of food is made available throughout the duration of the event.
• Have a safe transport plan for employees leaving the venue. Taxi vouchers, reimburse
• for Uber trips etc.
• Clarify that for those continuing the festivities to another venue, while not company sanctioned, it could still be considered ‘work-related’ for Harassment and Work, Health & Safety purposes.

It is also a good idea to send an email or text message to all staff the next day, wishing them a Merry Christmas and making yourself available for a debrief if they need it or to report anything they saw or are not comfortable with.

More and more businesses are sending out these types of expectations/behaviour guides to their staff at this time of year – it is increasingly possible that not sending a reminder will be viewed negatively by your team.

With thoughtful planning, your end-of-year event can be enjoyable and inclusive for all. Set clear expectations to ensure a positive experience. For expert advice or assistance, contact Wendy Jeffery-Lonnie, Director at GPHR.