It’s that time of the year again – the silly season and to help out employers everywhere Blossom Lawyers has gathered their top 5 ‘do’s’ and ‘don’ts’ to help you make it through the Christmas period and into a happy and healthy 2024.
- Do have up-to-date workplace policies in place (ideally implemented at induction) with refresher courses on hand throughout the year. Blossom Lawyers recommends making reference to those policies including any workplace codes of conduct at staff meetings in the weeks leading up to the Christmas party and any other social gatherings ensuring clear behavioural expectations are communicated to all employees. This can (and should) include what constitutes sexual harassment and discrimination and what behaviours will not be tolerated regardless of the time of year (or night). These policies are your opportunity to remind and communicate those expectations with all staff with a view to reducing your risk of exposure and costly lawsuits.
- To minimise your liability do give serious thought to making sure your Christmas party is not only a fun but safe environment for employees with practical measures put in place such as picking a fit-for-purpose venue and providing food, non-alcoholic drinks and access to transport such as taxis, sober drivers and other ways for staff that have consumed alcohol to get home safely.
- Do have processes in place ensuring appropriate steps are taken immediately following any unfortunate incidents. This can include fair and robust investigations following the receipt of any complaints and the completion of accurate incident reports and steps to be taken for any worst case scenarios. It also pays to consider specific training for managers so they know their obligations and are better equipped to handle any problems that may arise.
- Don’t rely on hindsight, take active steps beforehand to minimise any unnecessary risk. Having adequate workplace policies and training in place is beneficial throughout the year and can largely reduce your risk of being held accountable for something that was largely preventable.
- Lastly, don’t assume an employee has to work on a public holiday, do ensure you understand whether or not you can direct an employee to take annual leave and understand any employee entitlements and the rules applicable as set out in the relevant employee award or registered agreement and employment contract.
Just like your home or car, your business is a valuable asset that should be maintained with regular check ups in place to make sure your risks are low, helping to prevent any costly claims in the future.
For more information about reducing your workplace risk and ensuring you are meeting your obligations as an employer, contact Blossom Lawyers today. We specialise in protecting employers from unnecessary risk and can give you the reassurance you need to survive the fast approaching silly season so you can have a silent night.
