Call us on
0161 941 2426

Christmas Parties

Posted On: 20/11/2019

It’s that time again – the season of the Christmas party! A time for staff to let their hair down, dress up and enjoy a night of fun and frivolity. 

These events are a great way to say thank you at the end of the year and getting together when everyone is relaxed outside of the office environment is perfect for strengthening that team spirit.

But sadly, it’s not all glitter balls and fizz! There is a lot of organising to do before the party which can put a lot of strain on managers and business owners trying to make sure the evening goes smoothly.

And with everyone armed with a camera, memorable moments will be captured and more than likely be shared on social media. It’s not a case of ‘what happens at an office party, stays at an office party’ anymore so it pays to remind staff about party etiquette without sounding like a party pooper.

The objective

Before effective planning starts it is key to have a clear idea on what the office party is to achieve. There are some considerations to be addressed which will affect the theme, venue and the budget:

Think about logistics

In an ideal world, everyone will be free the day of the party and be able to attend, the venue will be perfect and lifts home won’t be a problem. Sadly, reality is often a far cry from this scenario.

Here are some issues to consider for the perfect event:

Drinks

This is an area which needs a lot of thought. While offering a ‘free bar’ can be seen as incredibly generous it can also lead to problems.

Avoiding HR challenges

How does your company handle multiple holiday requests around the time of the Christmas party? What happens when staff fail to turn up to work the day after? How is a case of inappropriate behaviour handled?

We strongly recommend that you put in place policies and processes to prevent these issues arising in the first place. It is also important to note that The Equality Act 2010 states that employers are liable for acts of discrimination, harassments and victimisation carried out by their employees in the course of employment, unless they can demonstrate that they have taken reasonable steps to prevent these acts.

One final word from P3 People Management

Have fun everyone and stay safe!

We’re here to help

If your organisation requires HR support before or after your Christmas party, please do not hesitate to contact us on 0161 941 2426.

Get In Touch

What Our Clients Say

“TerryberryReward have enjoyed a long and developing relationship with P3PM who are now an integral and valued business partner. P3PM keep us aware and aligned to the ever-changing regulatory aspects of HR, but also understand our requirement for pragmatic day to day support. The online MyHR system has been a boon, allowing colleagues easy self-management of previously convoluted paper-based tasks. ”

P Calnan - Managing Director

Read Our Latest Blogs

Drugs & Alcohol at Work

Posted On: 10/12/2019

Employers have a legal duty to safeguard their workforce and reduce health and safety risks. To achieve this all organisations should have an effective drug and alcohol policy in place, have key;

Read More > >

HR NEWS ROUND-UP DECEMBER 2019

Posted On: 05/12/2019

The arrival of Jack Frost, an abundance of chocolate boxes on supermarket shelves and cute characters in every TV advert signifies that Christmas is just around the corner. After a somewhat turbulent;

Read More > >

Subscribe to our HR News updates

Get the latest updates from P3 and great advice on how your HR can be improved.

To Top