With the festive season fast approaching, many workplaces are currently planning their Christmas Parties as a way to celebrate the year’s success and to bring teams together. It is important for employers to keep in mind that these gatherings are an extension of the workplace, meaning workplace policies and standards of behaviour still apply. Employers should take proactive measures to create a safe, inclusive and respectful environment for all to enjoy.

Here are five considerations for employers from our HR Solutions Team:

1.Behaviour & Conduct

Employers should remember that they may be held liable for any misconduct that occurs during work events/parties. It is essential to remind employees that these events are considered work-related and any violations of expected standards of behaviour could lead to formal disciplinary action.

To reinforce this, share the company’s Events Policy, Disciplinary Policy and Dignity at Work Policy with all employees ahead of the event. Should an incident of misconduct occur, it is crucial to address the matter promptly and in accordance with the relevant company policy.

If you do not have an Events Policy, consider creating one to provide clear direction and minimise risks associated with work events/parties.

2.Alcohol

If alcohol will be served at the event, it is important to manage its availability responsibly. Offer a sensible amount and ensure it is provided in moderation. Be sure to include a selection of non–alcoholic beverages to accommodate all employees and promote inclusivity. To help limit excessive drinking, consider implementing a system such as providing a set number of drink vouchers per employee. Employees should be reminded of the importance of drinking responsibly to ensure the event remains enjoyable for everyone.

3.Social Media

Employers should ensure to remind employees of the company’s social media guidelines and clearly outline what is acceptable to post and what is not. Highlight the potential consequences that negative or inappropriate content could have on the company’s reputation. If your organisation does not have a Social Media Policy, consider creating one to provide clear direction and minimise risks associated with online activity.

4.Absence Management

Some companies choose to hold their Christmas Parties on a Friday in order to minimise unnecessary absences the day after the event. If this is not feasible, ensure employees are fully aware of the expectations for attendance and punctuality the following day. Employers might also consider offering a later start time to accommodate employees. Remind employees of the company’s Absence Management Policy and clearly communicate the potential consequences for repeated lateness or unapproved absences.

5.Dress Code

Establishing a clear dress code policy helps ensure employees choose attire suitable for the occasion. When setting a dress code, be mindful of cultural and religious considerations to ensure inclusivity.

While Christmas parties are an excellent way to enhance morale and celebrate the festive season, it is essential for employers to communicate expectations around behaviour and attire. Doing so helps promote a safe, respectful and enjoyable environment for all attendees.

Upcoming Public Holidays – Christmas 2024

One of the main queries for both employers and employees at the moment is public holiday entitlements for the upcoming Christmas period. This Christmas, the public holidays are as follows:

• Wednesday, 25th December 2024
• Thursday, 26th December 2024
• Wednesday, 1st January 2025

Full-time employees are entitled to paid leave on a Public Holiday. This entitlement can be given by the employer to employees in any of the following ways:

• A paid day off on the Public Holiday
• An additional day of annual leave
• An additional day's pay
• A paid day off within a month of the Public Holiday

Employees who do not typically work on these days are still entitled to receive benefits associated with public holidays when they occur. For part-time employees, they must have worked at least 40 hours in the 5 weeks leading up to the day before the public holiday in order to qualify for the benefit.

In such cases, employees are entitled to one-fifth of their weekly pay which is calculated based on the 13 weeks they worked prior to the public holiday.

Contact Us:

For more advice and support, or to discuss our HR Services, please contact a member of the RBK HR Solutions Team:

Yvonne Clarke – HR Solutions Manager – yclarke@rbk.ie

Áine Dunne – Asst. HR Solutions Manager – adunne@rbk.ie