Rely on the most comprehensive, up-to-date legal content designed and curated by lawyers for lawyers
Work faster and smarter to improve your drafting productivity without increasing risk
Accelerate the creation and use of high quality and trusted legal documents and forms
Streamline how you manage your legal business with proven tools and processes
Manage risk and compliance in your organisation to reduce your risk profile
Stay up to date and informed with insights from our trusted experts, news and information sources
Access the best content in the industry, effortlessly — confident that your news is trustworthy and up to date.
With over 30 practice areas, we have all bases covered. Find out how we can help
Our trusted tax intelligence solutions, highly-regarded exam training and education materials help guide and tutor Tax professionals
Regulatory, business information and analytics solutions that help professionals make better decisions
A leading provider of software platforms for professional services firms
In-depth analysis, commentary and practical information to help you protect your business
LexisNexis Blogs shed light on topics affecting the legal profession and the issues you're facing
Legal professionals trust us to help navigate change. Find out how we help ensure they exceed expectations
Lex Chat is a LexisNexis current affairs podcast sharing insights on topics for the legal profession
Discuss the latest legal developments, ask questions, and share best practice with other LexisPSL subscribers
It has been reported that as the economy improves, more employers are organising Christmas parties for their staff this year. However, there can be legal pitfalls associated with office Christmas parties--although the risks can be easily mitigated by taking some common sense steps.
How do I avoid problems at Christmas parties?
Christmas parties can be a good way for team members to get to know each other better and relax after the hard work of the year. Christmas parties are regarded as an extension of the workplace, so employers will be responsible for the actions of their employees.
Many problems can arise if a member of staff feels that they have been discriminated against in some way that is prohibited under the Equality Act 2010. Because of the less formal nature of a party (and because of likely alcohol consumption) problems that would never arise in an office scenario can happen at a party, such as harassment or inappropriate banter. In addition, the employer itself can cause problems by requiring employees to attend, or by offering an inadequate choice of food. Examples of problems, and how they can be alleviated, are:
Limit the amount on offer, perhaps provide one free glass of bubbly on arrival and a glass of wine with the meal and expect employees to buy their own drinks otherwise. Having to buy one's own drinks will generally limit consumption. Also remind employees before the party for the need for responsibility.
Ensure that the venue is accessible to all and consider providing, or paying for, safe transport home.
Cater for alternative dietary requirements and religious restrictions.
If you allow employees to bring their
Access this article and thousands of others like it free by subscribing to our blog.
Read full article
Already a subscriber? Login
0330 161 1234