According to the Chartered Institute of Personnel and Development (CIPD), a British professional organization of HR and education professionals from around the world, employers should avoid the potential legal problems of organizing Christmas parties by taking the following the steps.
1. Rules of conduct
Ensure that all employees know the basic rules of conduct at corporate events. The consequences of unacceptable behavior should also be clearly specified. The simplest way to do so is to send an email reminder before the party.
2. Employees' needs
When planning a party, try to take into account any special needs employees might have. For example, the place should be accessible for the disabled, the time should be appropriate for parents with children, and the food should correspond with different cultural requirements, etc. Invite employees who don't celebrate Christmas for religious or other reasons too, don't exclude them.
3. Safety and health protection
Ensure employee safety during and after the party. Don't forget to take care of transportation back home, or end the party in time so employees can use public transport.
4. Alcoholic beverages
First of all, non-alcoholic beverages should be available at the party. If you offer alcohol, consider certain precautions in order to avoid excessive consumption. For example, you can cut out hard alcohol, or reduce the number of drinks one person can order.
5. Social networks
To prevent the sharing of inappropriate photos or videos from the party on social networks, your company should have a social networking policy and remind employees about it before the party.
6. Absence after the party
If the day after the party is a working day, you should have rules for dealing with absences or late arrivals. All managers and employees should know the rules in advance.
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