Jingle bells or alarm bells?Preparing for the festive season

The festive season is well and truly here, and workplaces across the UK will be getting ready for Christmas. Whilst traditionally a time of celebration and goodwill, Christmas can raise a number of potential risks and issues for employers and business owners.

Here are our top tips for preparing for the festive season.

Secret Santa

One of the most popular workplace traditions is Secret Santa, and it’s advisable to set a few ground rules in advance.

These could include no sexually suggestive gifts and no presents that might be interpreted as mocking or making fun of the recipient, and setting a price limit.

Celebrating Christmas

Of course, not everyone celebrates Christmas, so be sensitive to the views of all staff, and make participation in any events or celebrations optional.

If providing Christmas refreshments in the office, be considerate of dietary needs, for example, many religions do not eat pork or shellfish and some discourage alcohol.

Time off

Planning who will be allowed time off, and when, can cause problems, so ensure all staff are treated fairly and equally.

Non-Christian staff may be happy to work over Christmas but no one should be forced to merely because they do not celebrate Christmas.

Business gifts

Another issue is whether you’ll allow staff to accept Christmas gifts from clients, contacts and suppliers. If you do, then you should ask staff to record all gifts received, and their approximate value.

Corporate hospitality

Likewise, you need to decide whether staff can accept corporate hospitality. Because of bribery legislation, staff need to be careful they do not give the impression that they have been influenced by corporate hospitality.

Office party

The staff party can be an ideal opportunity to strengthen working relationships, but the Christmas party can be a potential minefield for employers. Set clear boundaries and expectations in advance, and make sure no-one feels pressurised to attend.

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Minimise potential risks by:•warning employees of the expected standard of behaviour in advance•Providing non-alcoholic drink options•ensuring all employees’ dietary requirements arecatered for •considering setting limits on free/reduced cost alcohol

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Minimise potential risks by:•ensuring everyone knows in advance what the company is paying for (and what it’s not)•considering offering complimentary transport home•dealing with employees who behave inappropriately via fair and even handed disciplinary procedures.

Office gossip

The aftermath of the staff Christmas party can pose as many risks for employers as the party itself. Gossip is often rife, so make sure everyone is aware that discrimination and harassment will not be tolerated.

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