Have a Merry Christmas (Party)

Having a Christmas party is a great way to reward employees for a hard yearís work. However alcohol is often at the heart of any problems that may arise around staff behaviour. This year this issue is even more important as Christmas parties will be coinciding with the introduction of 24-hour licensing laws.

Even outside the Christmas period, 46% of companies have experienced problems with alcohol misuse*. Excessive alcohol consumption poses a huge risk to an individualís physical and psychological wellbeing. But alcohol isnít all bad; drinking sensible amounts can be good for your health ñ in fact recent research from the USA has shown that a drink a day (about 6 units a week) can lower the risk of heart disease. But a cause for concern is binge drinking, (drinking more than 3-4 units per day for men and 2-3 for women) which is estimated to affect 1 in 4 people**.

Pauline Pembry, Employment Services Manager for FirstAssist, comments, ìBinge drinking impacts the health of the individual, but also the health of businesses. Up to14 million days are lost each year in the UK due to alcohol-related problems, estimated to cost the economy 2bn. So itís important that employers address their drink and drugs policy in time for Christmas parties and 24-hour licensing.î

Policies provide a framework to support all members of staff and clarify an employerís position. An employer has a legitimate interest in an employeeís life outside work when it affects their performance and behaviour in work. Any policy should enable an alcohol problem to be regarded as a health problem rather than an immediate disciplinary matter. A company Employee Assistance Programme (EAP) will prove particularly helpful in offering confidential counselling and treatment advice to employees and legal and employment law advice to managers.

Providing information, education, training and guidance to managers regarding company policy and procedure is vital, particularly as it relates to company social events like a Christmas party, where alcohol and drug abuse, and harassment and bullying are potential outcomes. Any complaints must be taken seriously and failure to do so could result in a claim of discrimination or even constructive dismissal.

Pembry continues, ìThe key to a successful party is to pre-empt any issues by setting out clear guidelines of unacceptable behaviour at the party. Employees need to be aware that the fact that the employer is providing alcohol, possibly free of charge, does not give them carte blanche to neglect responsibility for how much they drink and their resulting behaviour. Striking a balance between turning a blind eye and being a scrooge means that the party can go off with a bang - not a crash!î

FirstAssist’s top tips for a stress free christmas party

Make sure that you have sound disciplinary procedures in place at the outset and ensure employees are aware that they still apply during social occasions

Pre-empt potential problems by issuing a clear statement before the party outlining unacceptable behaviour, e.g. excessive drinking, taking drugs or violence

Employers/organisers should avoid too much alcohol themselves, so that they can keep a clear eye on proceedings and set a good example

Consider limiting the volume of alcohol available or liaising with bar staff to ensure excessive alcohol is not consumed during the evening, and clarify any warning actions

Always take a complaint about harassment or bullying seriously and deal with it properly. Follow up any incidents with an interview and if necessary disciplinary action

If possible, hold the party on the eve of a non-working day, but if this isnít possible make it clear that staff are expected to be fit to attend work the next day

Provide transport to and from the party and remind staff not to drink and drive

Consider your venue carefully and avoid parties ëat homeí

Try to strike a balance between being a party pooper and turning a blind eye

Have a happy Christmas!