If we say, “Christmas Workplace Naughty List,” most managers (and everyone who works in HR!) will have some vivid recollections that spring to mind. At vivoHR, we’ve dealt with a LOT of festive faux pas! Here are just a few memorable examples:
A Director propositioned a Sales Manager with the promise of a pay rise — in a busy hotel bar, no less — while colleagues looked on
A Secret Santa gift of a sex toy wasgiven to a colleague who was visibly uncomfortable and embarrassed
An employee mistook an evening of friendly dancing with the team as a romantic invitation and spent the Christmas break bombarding a colleague with unwanted messages despite her telling him she wasn’t interested
An employer-hosted Christmas drinks party ended in chaos after excessive drinking led to damage in the employer’s home
A client being banned from a bar after their staff were caught using cocaine in the toilets
Unfortunately, Christmas is a time when boundaries often blur and the festive spirit can push professionalism to the wayside. These incidents are reminders of how inappropriate Christmas behaviour can have lasting consequences well into the new year.
While Christmas is a time to celebrate, it’s also rife with challenges. Navigating the balance between festivity and professionalism can be tricky. The holiday period heightens the risks of misconduct and poor decision-making which could put employees on the workplace naughty list.
Alcohol-Fuelled Incidents
Workplace parties can lead to over-indulgence, resulting in inappropriate behaviour, verbal spats, or worse. It’s important that you’ve set a boundary about what is appropriate and expected of your staff. You should also make it clear that any team event is an extension of the workplace regardless of where it is, and therefore at least a modicum of professional conduct is expected. This might also save some of your team a bit of embarrassment the next day!
Sexual Harassment
Festive gatherings can unfortunately increase the number of inappropriate comments or unwanted advances. During the festive period it’s essential that managers to know the risks and take additional steps to prevent bad behaviour and protect their staff.
In October this year (as you hopefully are aware!!) new legislation came into place regarding how employers prevent and deal with sexual harassment in their workplace. The Worker Protection Act 2023 is an amendment to the Equality Act 2010 which places a duty on employers to be more proactive and to take reasonable preventative steps to stop their teams from experiencing sexual harassment in the workplace, including Christmas gatherings as an extension of the workplace. And, if sexual harassment has taken place, the employer has a preventative duty to stop it happening again. We’ve recently posted a blog on how employers can ensure they are complying with the new legislation.
Misuse of Social Media
From posting photos of colleagues without consent to breaching confidentiality or damaging the company’s reputation, employees can easily misuse social platforms during the festive period. Clear guidelines on what is suitable content for social media is key. It’s also important to take a firm stance if you do receive complaints about social media use. If staff members are unhappy with images of themselves being posted by others, the employee must remove them.
How to Manage Staff on the Workplace Naughty List
1. Treat Festive Misconduct as Workplace Misconduct
Incidents at work-related events like Christmas parties should be treated as if they occurred in the workplace. Bad behaviour can be investigated as potential misconduct and, where appropriate, disciplinary action may follow. vivoHR can provide guidance and support whenever you need.
2. Address Grievances Promptly
If an employee makes a formal or informal complaint, it’s crucial to act swiftly and thoroughly.
- Informal Resolution: Sometimes a quiet word or mediation can resolve issues faster and with less stress for all involved.
- Formal Investigations: For more serious incidents — or where informal resolution is not appropriate — a formal investigation is essential. A well-documented process ensures fairness as well as compliance with employment law.
Failure to take reports of bullying or harassment seriously could result in legal action. An employment tribunal will scrutinise your response and assess whether your handling of the situation was appropriate.
3. Clear Communication Before the Festivities Begin
The best way to manage festive misconduct is to prevent it:
- Remind Employees of Policies: Share clear, friendly reminders about workplace conduct, harassment policies and the expected standard of behaviour.
- Set Social Media Boundaries: Encourage employees to think before posting and reiterate the importance of confidentiality and consent.
- Manage Alcohol Availability: Limit alcohol at events or provide clear guidance to prevent over-consumption.
Ultimately, during the festive season, the risk of bad behaviour can be elevated, so act preventively where possible. Be aware of the risks, and make clear to staff what is expected of them and the consequences if they behave inappropriately. If a negative incident does take place, see to it that the issue is dealt with quickly and firmly. We understand that everyone wants to have an enjoyable time at Christmas but making sure that all employees are safe and feel respected in their work environment is most important.
Now in HR we don’t want to be the fun police and hate to be seen as the grinch, and we’re sure employers don’t want to be either – setting some clear expectations should hopefully mean everyone has a great time with no tears or regrets the next day!
Let’s end on a light-hearted note which sums things up rather well.
“What I don’t like about office Christmas parties is looking for a job the next day.”
– Phyllis Diller (1917-2012), American stand-up comedian and actress
vivoHR wishes all of our clients a happy and relaxing Christmas and New Year. For support with all of your festive HR needs contact us on 01252 757359 or drop us an email at [email protected].