Anything but party season ahead as reams of HR legislation looms warns expert
As the office Christmas party season starts to get underway, an HR expert is reminding employers to be aware of their responsibilities as the fizz begins to flow.
‘Far be it from me to be a party pooper,’ warns published author and founder of DOHR, Donna Obstfeld, ‘but in and amongst the fun and festivities it is wise to remember that you are first and foremost 100% responsible for the physical and psychological safety and wellbeing of your staff at all times - and that includes at the office Christmas party!
‘Now, it might sound a tad extreme to carry out a “risk assessment” ahead of the fun and in reality most organisations won’t, so here are a few quick things to think about:
‘Firstly, you absolutely must take all reasonable steps to prevent sexual harassment. This includes unwanted attention, touching and inappropriate comments.
‘Alcohol is not an excuse, your staff are your responsibility. There is legislation on the horizon that will be fully-focused on this crucial issue so you must take it seriously.
‘Be as inclusive as possible. Consider how all of your staff feel about a Christmas party – is there suitable food for dietary requirements? Gluten free, Kosher, Hallal, Diabetics? Is the venue fully accessible? For the visually impaired, those in wheelchairs or the neurodiverse?
‘Timing is everything. Can everyone attend if you are holding the function after hours? Consider parents with childcare responsibilities and those with elder care responsibilities.
‘Of course, once the party is over, please make sure that your staff can all get home safely.’
As the end of the year approaches, many bosses will have half an eye on what the year ahead means for them in terms of the seemingly ever-increasing legislation.
Donna’s infographic suggests the hot topics that proactive employers and managers should be aware of if they are to start the new year on the front foot, from prevention of sexual harassment and leave for carers, to Tupe consultation, pregnancy and maternity protections and data protection.
Finally, Donna also has a final warning to employers about annual leave;
‘If your annual leave year runs January to December, please check what entitlements people have left. Do you have a use it or lose it policy? Do you allow unused leave to roll forward? Have you ensured that all of your staff have received their 28 days (Full Time Equivalent) annual leave in the year – if not, you are breaking the law!
‘You can only allow people to roll forward leave if they have more than 28 days leave a year.’
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