Avoiding Christmas party & silly season nightmares!

T’was the season to be silly….falalalalalala

The silly season is upon us and Christmas Parties and events are commencing.

Did you know that litigation increases in the December to January period? In particular, sexual and racial harassment claims skyrocket.

I’ve personally been involved in well over 300 conduct dismissals.  I estimate approximately 15-20% have been associated with client or workplace Christmas parties misconduct.

Christmas parties/lunches are seen as an extension of the workplace and falls within the boundaries of in the ‘course of employment’. That means health and safety, bullying and discrimination laws are enforceable.

The law hold employees accountable for their behaviour in official and unofficial events. This can be quite tricky for employers to manage.

Christmas parties should be fun and enjoyable.  But sometimes they turn into nightmares.  But there are ways that as an employer and employee you can ensure everyone has an amazing night!

In this blog we address Employer Responsibilities.

Employers need to be proactive to protect themselves from a potential claim, as all employment law remains in force! This is also true of Workers Compensation and injuries suffered at the Christmas party or other workplace.

All employers have an obligation to prevent sexual, racial harassment and bullying.  Case after case holds employers responsible because they failed to take some simple steps!

Our guide to ensure a great festive season!

Alcohol is the number one issue when it comes to inappropriate and illegal behaviour.   

As an employer you need to ensure the following if you want to avoid a very expensive party!

We wish all our amazing clients and our readers a fun, joyous and safe Christmas.

Merry Christmas!

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This article is intended to provide commentary and general information. It should not be relied upon as comprehensive or legal advice. Formal legal advice may be necessary in particular transactions or on matters of interest arising from this article. The HR Experts International is not responsible for the results of any actions taken on the basis of information in this article, nor for any error or omission in this article.