Once upon a time, the corporate Christmas party was a highly anticipated event in workplaces across the country.
From elaborate themed parties to fancy dinners, these festive gatherings were seen as an opportunity for colleagues to let their hair down and celebrate the festive season together.
However, in recent years the traditional corporate Christmas party has begun to fade away, replaced by more low-key celebrations or disappearing altogether in many workplaces.
In this blog, we’ll explore the reasons behind the death of the Christmas party, because according to People Management more than half of employees didn’t attend their Christmas party in 2023, and what this shift might mean for workplace culture.
The Rise of Remote Working
It could be said that one of the biggest factors contributing to the death of the Christmas party is the increasing prevalence of remote working. With more and more people working from home it has become difficult for companies to gather everyone together for a large-scale celebration.
According to parliamentary research “In September 2022, around 1 in 5 (22%) of the GB workforce had worked at least one day from home in the previous week and around 1 in 8 (13%) worked from home exclusively”.
As a result, many have opted to scale back or cancel their festivities altogether, focussing instead on smaller team gatherings or event virtual events.
Changing Values of the Modern Workforce
Another key factor in the demise of the Christmas party is the evolving values and priorities of the modern workforce. Todays’ employees are less interested in the extravagant, booze-fuelled, parties of the past and more focussed on work-life balance, well-being and personal development. Instead of spending time and resources on elaborate parties or meals, companies are increasingly investing in programmes and initiatives that support their people’s mental and physical health.
The appeal of work events, such as Christmas parties, varies greatly amongst employees. While some may genuinely enjoy these gatherings and see them as an opportunity to socialise with colleagues, let their hair down and celebrate the season, others may view them as forced fun with an obligation to attend or even a source of stress! Some staff may prefer to maintain a clear separation between their professional and personal lives, while others appreciate the chance to connect with their colleagues on a more informal level.
According to a poll by People Management more than half of employees didn’t attend their Christmas party in 2023.
In recent years there has been a growing trend toward more low-key flexible Christmas celebrations that cater to the diverse preference of today’s workforce. By offering a variety of options and considering employee feedback, you can create festive events that foster a sense of inclusivity while respecting individual boundaries and preferences.
Christmas Party – HR’s Nightmare Before Christmas
One contributing factor to the death of the Christmas party is the potential for HR issues and conflicts that can arise during these events. With the combination of alcohol, relaxed social boundaries and workplace dynamics, Christmas parties have been known to lead to some serious HR nightmares! Instances of inappropriate behaviour, harassment and discrimination to name a few.
As companies become more aware of these risks and are prioritising creating a safe and inclusive environment for their people, many have chosen to understandably move away from the traditional Christmas party to save the HR headache!
A Survey of employers carried out by WorkNest found that in 2023 47% of businesses weren’t having an end-of-year celebration or Christmas party.
Accountability Beyond the Office – Who’s on the Naughty List?
Another concern for businesses hosting corporate Christmas parties is the potential legal implications arising from their people’s actions at these events.
Even though these parties typically occur outside of regular working hours, employers may still find themselves being held liable for incidents involving their people and that are deemed as taking place “in the course of employment”.
In some cases, courts have found employers responsible for employee misconduct at company parties, including incidents of harassment, assault and property damage. As businesses weigh up the risks associated with festive fun, many have opted to forgo the traditional Christmas party altogether, choosing instead to invest in less risky methods of celebrating or not celebrating at all!
Christmas Party Related Case Law
Livesey -v- Parker Merchanting Limited delved into the remit of “in the course of employment”
The Facts:
Miss Livesey filed a complaint with the Employment Tribunal alleging unfair dismissal and sex discrimination. Livesey had taken sick leave due to alleged sexual harassment in the workplace. This harassment by Mr Newton took place in a car journey on the way home from a work Christmas party.
The Judgement:
It was found that whilst Mr Newton’s actions amounted to sexual harassment, it was initially dismissed finding that that this was not in the course of employment.
This decision was later overturned concluding that the events at the Christmas party and those afterwards were within the course of employment.
The employers were found liable for Mr Newton’s actions.
Bellman v Northampton Recruitment Ltd tested whether an act fell within the “field of activities” assigned to an employee.
The Facts:
After a Northampton Recruitment Christmas party, a group of employees carried on the party, drinking together in a nearby expensed hotel. During the early hours an argument started between the managing director and an employee, Mr Bellman, when he voiced his opinion on some decisions made by the managing director.
The managing director punched the employee multiple times resulting in brain injury.
The employee sued Northampton Recruitment for being liable for the assault inflicted by the managing director.
Judgement:
The court held that the company was liable for the misconduct of the managing director as there was a sufficient connection between the attack by the managing director and his field of activities.
Alternative (nightmare free) Ways to Celebrate with your People
Although the traditional Christmas party may be on its way out, there are still plenty of ways for companies to celebrate the season and bring employees together. Some ideas could include:
Smaller, more intimate (less risky) team gatherings
Virtual events, such as online games night or virtual cocktail hours
Focusing on other initiatives such a volunteering or team building
Providing your people with additional time off for the festive season such a “Christmas shopping day” as a token of appreciation.
Or even better, why not ask your people what they would prefer!
How to Avoid the Christmas Party Hangover
Manage behaviour
Staff should be made aware the Christmas party is an extension of the workplace.
Have a policy or code of conduct for work related events that outlines:
Types of events
Expected standards of behaviour
Additional company policies that still apply during such events e.g:
o Harassment and Bullying
o Code of Conduct
o Inappropriate Behaviour
Make a Code of Conduct
Develop a simple policy or code of conduct for the event, highlighting behavioural do’s and don’ts.
Communicate this to staff beforehand and ask them to acknowledge and agree to it.
A piece of research by Igniyte carried out in 2022 found that “47% of companies are sending out prior communications advising on the expected professional conduct of their staff at the upcoming party”.
This could include:
Do have fun but don’t get drunk. Limit alcohol intake and provide non-alcoholic options.
Do be friendly but don’t act inappropriately. Any unwanted physical contact, comments, or jokes are unacceptable.
Do take the next day off if needed but don’t call in sick the next day. Unapproved leave following the party may be treated as unauthorised absence.
Have Managers Monitor Staff
Ask managers to monitor their teams during the event to ensure everyone remains professional. Stop any inappropriate behaviour immediately and take the necessary action. Managers should also not get intoxicated themselves.
Arrange Transport Options
Organise transport to and from the venue for staff who have been drinking to avoid drink driving. You could provide taxis, a minibus shuttle service or encourage carpooling between colleagues.
Limit Alcohol Consumption
One of the most important HR policies to have in place for office Christmas parties is limiting or prohibiting alcohol consumption. As much as staff may want an open bar, unlimited drinks can lead to poor decision making, inappropriate behaviour, and legal issues for the company.
Set a maximum number of drink tickets per person to control consumption. You can also choose to limit the types of alcohol served to just wine and beer, avoiding hard liquor. And don’t forget under 18’s are not allowed to buy or drink alcohol, and other staff shouldn’t buy it for them.
Make food readily available to slow alcohol absorption. Savoury and sweet nibbles give partygoers something to do with their hands and mouths other than just drinking. Staying well fed and hydrated is key to avoiding or lessening the severity of hangovers and poor choices.
Stop serving alcohol at least an hour before the end of the event. This gives staff time to sober up before heading home and ensures no one feels pressured into drinking right up until the end.
Designate reception and security staff to monitor for intoxicated behaviour and step in if needed. Their role is to politely cut off anyone who has had too much to drink and ensure they leave the event safely, whether by taxi, carshare or with a sober friend or colleague.
By putting the right policies and precautions in place, businesses can allow their staff to have an enjoyable social event while avoiding potential issues around misconduct, health and safety risks, and reputational damage. After all, ‘tis the season to be responsible! Staff will appreciate the duty of care shown by their employer.
What to do if the Holiday Cheer Turns Sour?
Follow Up on Any Incidents or Complaints
As an HR professional, following up on any incidents or complaints after the Christmas party is crucial. Failure to do so properly can leave your company liable for the actions of employees during the event.
Investigate Reports Promptly
If any staff report inappropriate behaviour by colleagues at the party, whether towards them or others, launch a formal investigation immediately. Speak to all involved and any witnesses to determine exactly what occurred. Take statements and keep thorough records of the process. Apply your company’s disciplinary policies as needed based on the findings.
Communicate to those staff involved
If an incident occurred and was witnessed by those attending, communicate to all staff that the incident was addressed under normal company rules / policies. This can often be a useful deterrent for inappropriate behaviour at future work events and parties.
Review Policies Annually
Review your policies around harassment, bullying, violence, and substance abuse at work at least once a year to ensure they are robust, clear and compliant with the latest legislation. Circulate them to all staff, especially before the Christmas party. This helps to prevent issues in the first place and gives you clear procedures to follow if anything does arise.
Provide Extra Training
Some additional training for managers on spotting inappropriate behaviour and how to intervene may be worthwhile before the Christmas party. They can then keep a closer eye out for any potential problems on the night and step in quickly if needed. Consider extra security staff for larger events too.
Make Reporting Easy
Have clear, well-communicated processes for staff to report any concerns after the event. This could be an anonymous hotline, online form or a designated HR contact. Make it easy and encourage staff to come forward if they witness or experience anything inappropriate. Stay vigilant for any signs of bullying or harassment in the weeks following the party as well.
Taking a proactive approach and following robust procedures after the Christmas party is key to avoiding issues that could damage work culture, reputation or even lead to legal consequences. Though staff are there to enjoy themselves, as an employer you must continue to prioritise their wellbeing, safety and workplace rights. Staying vigilant and acting quickly on any reports will help get the new year off to a good start.
Conclusion
As the world of work continues to involve it’s important for companies to adapt and embrace new traditions that align with the changing needs and values of your people.
While the death of the Christmas party may mark the end of an era, it also presents an opportunity to reimagine your festive celebrations, get your people involved in making new office Christmas traditions and build strong teams in the process.
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