Christmas parties: handle with care

Laurence McLean offers tips on ways to keep team morale high if Christmas parties need to be pared back, as well as how to meet WH&S obligations for any parties going ahead.

2023 has been a year of many challenges for SMEs and their workforce. So how can businesses boost staff morale amidst today’s cost-of-living woes?

Christmas work parties provide employers the perfect opportunity to showcase their appreciation for their employees, says Laurence McLean (pictured below).

“Maintaining high employee morale doesn’t necessarily mean a big spend is needed. If employers have previously asked staff to cover their own expenses; they could consider covering the costs this year to promote staff engagement. If that is not financially feasible, employers can explore budget friendly options that will still make end of year Christmas parties one to look forward to.”

What is duty of care and why is it important? 

A duty of care is an obligation employers have towards their employees during work related activities and employers must be active in ensuring this duty is met, says McLean. “It extends beyond just the day-to-day health and safety obligations that can arise from an employee’s normal duties and covers the way employees interact with management, with each other, and with the public.

“In some cases, it can also apply to social events which occur outside of work, such as Christmas parties.”

Why are policies needed to ensure safe and compliant work events? 

Employers should ensure they have policies which set out expected behaviours from all staff as well as any potential consequences which may result from breaching these policies. It should cover excessive intoxication, sexual harassment, and anything which could negatively affect the employer’s reputation, explains McLean.  

“Policies should clearly outline which activities are covered and make it clear that inappropriate conduct outside of the workplace could be a breach of these policies. Employers need to ensure there is a clear process for raising and addressing complaints and communicate the process clearly to their staff.”  

Are there benefits to assigning sober staff at Christmas parties? 

“There have been several high-profile examples in recent years show what can go wrong at a work event with a lot of alcohol,” says McLean. “A way to manage risks is by appointing ‘sober staff’ to assist with the overall coordination of the event. This can help ensure that there are staff whose judgement isn’t impaired to help monitor and prevent potential risks.”  

Some care must be taken in selecting ‘sober staff’ to avoid them feeling they have been excluded from the festivities, he adds. “Asking for volunteers is a safe way to go about selecting the right team.”  

Why should employee safety be a priority for employers? 

Failing to appropriately assess, control and eliminate risks could expose a business to unnecessary fines and penalties. The consequences of failing to prioritise safety can essentially hurt a businesses’ bottom line, says McLean. 

“Everyone benefits from safe workplaces, and safe work events. Just because it’s the silly season, it doesn’t mean employers can be arbitrary about employee safety.”  

Laurence McLean is associate director operations at Employsure New Zealand.