The Christmas period can throw up a number of issues for employers.
With planned closures, holiday requests, Christmas parties, issues surrounding different religions and Christmas gifts and bonuses to deal with, organisations need to make sure they are ready for the festive season.
Holly Dobson, employment solicitor at Wake Smith, looks at five HR issues that often arise at Christmas time for employers.
Planned closures and employee holidays
If your company is shutting down for a few days over the festive season, hopefully your contracts provide for your staff to save holiday days for this, and you have made the announcement in good time. That way you can enforce the provisions that require staff to take these days as holidays.
Christmas Eve can cause issues sometimes. Many firms close early, so be clear in advance with staff whether they need to book a whole or half day off, if they want it as a holiday. Early closing can be an added bonus for staff. Let them know early in the day what time they’ll be able to leave.
Dress codes
Many companies relax their dress policy at Christmas for a bit of fun allowing casual dress and Christmas jumpers. Ensure any wording is clear that casual and Christmas dress is optional and be sensitive to employees who do not celebrate Christmas.
Some firms allow casual dress to be worn by staff on the days between Christmas and New Year. Flag up what dress code is required ahead of time, so that staff know what is expected.
Christmas gifts
Grateful suppliers and customers often reward employees with gifts. We all enjoy the odd bottle or box of chocolates, but your policies should comply with anti corruption and bribery legislation, and make it clear what gifts can be accepted and what gifts must be formally reported to line management. It is worth reminding staff of the policy.
If you don’t have a bribery policy then this should be implemented immediately and you should remind yourself of the legal guidelines on this.
The Christmas Party
The Christmas party is a great chance for everyone to let their hair down and have fun with colleagues. However, issues can spring up for employers and employees.
Dismissals and disciplinaries can arise from incidents including sexual and racial harassment; misuse of property and theft; alcohol and drug use; bullying and aggression and unwanted and inappropriate social media activity.
Make sure everyone is clear about expected behaviour and how the normal standards of professional behaviour apply, and anyone who does not maintain professional behaviour may be dealt with formally.
As an employer, you have vicarious liability for your employees’ behaviour, even if the behaviour takes place during a Christmas Party.
Adverse weather
Everyone dreams of a white Christmas, perhaps we’ll see one this year in Sheffield, but at some point during winter, your employees will encounter issues, either weather or transport related, when getting to/home from work.
A clear policy regarding adverse weather arrangements is recommended, so staff know expectations about working from home, staff holidays and unpaid leave.
Wake Smith’s opening hours between Christmas and New Year are:
Christmas Eve -open 8.30am-12.30pm
Christmas Day - closed
Boxing Day - closed
Friday December 27 – closed
Monday December 30 – open 8.30am-5.30pm
Tuesday Dec 31 New Year’s Eve – open 8.30am-5.30pm
New Years Day – closed
Thursday January 2 – open 8.30am-5.30pm
Friday January 3 – open 8.30am-5.30pm
For further information on employment issues contact Holly Dobson at [email protected]
