How Not to Get Fired at Christmas :-)

Tis the season to be jolly! However, if you wish to keep your job, you may be well advised to temper your intake of 'free' bubbly! As a former recruiter, I have spoken with one or two candidates early January, who after some hesitancy, finally admitted that their availability was the result of letting their hair down more than they should have. As we all know, after a few drinks banter can easily overstep the mark set by a very concerned and fine tuned HR department, wondering how many employees they may have to swiftly and quietly hire in the New Year.

In an attempt to mitigate your own untimely personal demise, and to support any worried HR staff, I have asked my Almost Intelligent(AI) friend Claude, what they would suggest. The response was a night time read in the form of a policy to prevent any 'fun overreach' and ensure the HR department do not have to block book the 'day after' for impending grievances. It's a rather sobering read so maybe worth digesting before you go, with a zero alcohol beverage off course! ; -)

Wishing you All a very Merry (and controlled) Christmas celebration

and if you do happen to require any career related support in 2026, then do get in touch!

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Work Social Events Policy

1. Purpose and Scope

This policy outlines the standards of behaviour and expectations for all employees attending work-related social events. It applies to all company-organised social gatherings, including but not limited to seasonal parties, team-building activities, departmental celebrations, client entertainment, and informal after-work gatherings.

Employees remain representatives of the company at these events and are expected to maintain professional standards of conduct.

2. Policy Statement

The company encourages social events to build team relationships and recognise employee contributions. However, all attendees must behave responsibly and treat colleagues, clients, and others with respect and dignity.

3. Standards of Behaviour

3.1 General Conduct

• Employees must behave professionally and courteously at all times

• Respectful treatment of all attendees regardless of position, background, or protected characteristics

• No behaviour that could constitute harassment, bullying, discrimination, or intimidation

• Employees should be mindful that their conduct reflects on the company's reputation

3.2 Alcohol Consumption

• Alcohol may be available at some company events, but consumption is entirely voluntary

• Employees who choose to drink must do so responsibly and in moderation

• Excessive drinking that leads to inappropriate behaviour will be treated as a disciplinary matter

• Alternative non-alcoholic beverages will always be provided

• Employees should never feel pressured to consume alcohol

• Employees must not drive if they are over the legal alcohol limit

3.3 Prohibited Behaviour

The following behaviours are strictly prohibited:

• Sexual harassment or unwanted sexual advances

• Discriminatory comments or behaviour

• Bullying or aggressive conduct

• Use of illegal drugs or substances

• Offensive language or gestures

• Behaviour that puts the safety of others at risk

• Unauthorized photography or recording that breaches privacy

4. Attendance and Participation

4.1 Voluntary Attendance

• Attendance at social events is generally voluntary unless specified as a mandatory business function

• Employees should not feel pressured to attend or participate in activities they are uncomfortable with

• Alternative arrangements can be discussed with line managers where appropriate

4.2 Working Time and Compensation

• Time spent at social events outside normal working hours is not normally counted as working time

• Attendance requirements and any applicable time off in lieu will be confirmed in advance for specific events

• Travel time to and from events is not normally compensable unless otherwise specified

4.3 Inclusivity

• The company strives to organise inclusive events that accommodate diverse needs and preferences

• Events will consider dietary requirements, cultural sensitivities, accessibility needs, and caring responsibilities

• Employees should notify organisers of any requirements or concerns in advance

5. Health and Safety

5.1 Venue Safety

• All venues will be risk-assessed prior to events

• Emergency procedures and exits will be communicated at the start of events

• First aid provision will be available where appropriate

5.2 Safe Travel

• Employees are responsible for arranging safe transportation home

• The company may provide transport or subsidise taxis for certain events

• Employees must not drive if impaired by alcohol or any other substance

5.3 Safeguarding

• Colleagues should look out for one another's wellbeing

• Any concerns about someone's safety should be reported to a manager or senior colleague immediately

• Employees who feel uncomfortable or unsafe should speak to an organiser or leave the event

6. Expenses and Budgets

• Company-funded events will have a predetermined budget

• Employees must follow the company's expenses policy for any claimable costs

• Prior approval is required for expenses beyond what is provided at the event

• Receipts must be retained and submitted in accordance with company procedures

7. Social Media and Confidentiality

• Employees should exercise caution when posting about work events on social media

• Photographs or videos of colleagues should only be taken and shared with their explicit consent

• Confidential business information must not be disclosed or discussed inappropriately

• Content that could damage the company's reputation or breach colleagues' privacy should not be shared

8. Reporting Concerns

8.1 During Events

Employees who witness or experience inappropriate behaviour should:

• Remove themselves from the situation if they feel unsafe

• Report the matter to an event organiser, manager, or HR representative

• Seek assistance from a colleague if needed

8.2 After Events

• Concerns or complaints should be raised with a line manager or HR within a reasonable timeframe

• All reports will be taken seriously and investigated in accordance with company policies

• The company will support employees who raise genuine concerns in good faith

9. Consequences of Misconduct

Inappropriate behaviour at work social events may result in disciplinary action, up to and including dismissal. The same standards that apply in the workplace apply at work-related social events.

Factors considered in any disciplinary process will include:

• The nature and severity of the behaviour

• The impact on others

• Whether the behaviour was a one-off incident or part of a pattern

• Any mitigating circumstances

Criminal behaviour may also be reported to the police.

10. Manager Responsibilities

Managers and senior employees have additional responsibilities:

• Setting a positive example through their own behaviour

• Remaining alert to potential issues and intervening appropriately

• Supporting employees who raise concerns

• Ensuring inclusivity and that no employee feels pressured or uncomfortable

• Being aware of power dynamics and avoiding any abuse of position

11. Legal Considerations

The company has legal obligations under UK legislation including:

• Equality Act 2010 (protection from discrimination and harassment)

• Health and Safety at Work etc. Act 1974

• Protection from Harassment Act 1997

• Data Protection Act 2018 / UK GDPR

Employees can be held personally liable for certain behaviours, including harassment and assault.

12. Policy Review

This policy will be reviewed annually and updated as necessary to reflect changes in legislation, best practice, or company operations.

13. Questions and Further Information

Employees with questions about this policy should contact their line manager or the HR department.

Policy Owner: Human ResourcesEffective Date: [Insert Date]Review Date: [Insert Date]Version: 1.0

This policy should be read in conjunction with the company's Equality and Diversity Policy, Disciplinary Policy, Grievance Policy, and Health and Safety Policy.

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A Festive Disclaimer: Please note the above policy is not offered as formal HR advice and so if you do wish to implement it you may need to take professional advice. Hopefully that's me off the hook! :-)

Careerz offers a range of career coaching services covering job search strategy, personal branding & interview support, enabling ambitious professionals to land their next job FASTER. For more information, please visit www.careerz.co.uk/  or contact John Adams on 07881 623119.