The festive season is a time for celebration, but for employers, it also brings unique challenges. From managing annual leave requests to ensuring workplace parties remain inclusive, December can be a legal and HR minefield. This blog provides guidance on how employers can navigate the festive period successfully.

  1. Christmas Parties: Fun Without the Fallout

Work-related social events, including Christmas parties, are legally considered an extension of the workplace. This means the usual standards of conduct apply, even off-site and outside working hours. Under the Worker Protection Act 2023, employers now have a positive duty to take reasonable steps to prevent sexual harassment, including at work events.

Practical tips:

  • Pre-event reminders: Send a clear message that company policies on dignity, bullying, and harassment apply at all times.

  • Alcohol management: Avoid unlimited free bars; provide plenty of non-alcoholic options.

  • Inclusivity: Invite all staff, including those on leave, and ensure venues are accessible and cater for dietary needs.

  • Social media: Remind employees not to post photos without consent to protect privacy and reputation.

 

  1. Managing Annual Leave and Absences

The Christmas period often sees a surge in holiday requests. Without planning, this can lead to staffing shortages and resentment.

Best practice:

  • Set expectations early: Encourage requests months in advance and outline how they will be prioritised (e.g., first-come-first-served or rotating fairness).

  • Fair and transparent decisions: If leave is refused, explain why and offer alternatives.

  • Plan for sickness: Winter illnesses spike during December, so have contingency plans for unplanned absences.

 

  1. Health and Safety: Deck the Halls Responsibly

Festive decorations and parties can introduce hazards. Employers have a duty to maintain a safe workplace.

Checklist:

  • Keep decorations clear of fire exits and ensure electrical items are tested.

  • Conduct risk assessments for parties, including transport arrangements and food hygiene.

  • Prepare for winter weather: grit pathways and review emergency procedures.

 

  1. Inclusivity Matters

Not everyone celebrates Christmas. Some employees may observe other holidays or none at all.

How to be inclusive:

  • Consider using neutral language like “holiday celebrations” instead of “Christmas party.”

  • Offer non-alcoholic drinks and diverse food options.

  • Make attendance optional and avoid pressuring staff to participate.

  • Consider recognising other cultural celebrations in your communications.

 

  1. Seasonal Workers and Compliance

If hiring temporary staff, ensure contracts are clear about duration, pay, and working hours. Seasonal workers are entitled to National Minimum Wage and compliance with Working Time Regulations.

 

Final Thoughts

The festive season should be enjoyable for everyone but it’s also a test of your workplace culture. By planning ahead, promoting inclusivity, and reinforcing policies, you can celebrate responsibly while protecting your business from legal and reputational risks.

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