Tag Archives: Awareness

5 HR Management Tips for the Festive Party Season

During the Festive season, most businesses recognise that festive parties or other social gatherings are an excellent opportunity to build rapport with colleagues and let off some steam after a stressful year at work. 

However, employees must remember that they are still responsible for conducting themselves in a way which promotes a positive company reputation, and that drunkenness should not be an excuse for misconduct. The best way to reinforce this is for HR officers, line managers and upper management to lead by example and effectively promote good company practice when it comes to appropriate behaviour. 

Here are 5 HR issues for employers to consider when organising an office party during the Festive season: 

Vicarious Liability 

It is important to be mindful of this when arranging work-related recreational events. Employers remain liable for acts of unlawful discrimination committed by employees during these types of events if appropriate steps have not taken to prevent this. This is regardless of whether the incident occurs during the champagne reception or the after party at the end of the evening. 

Implementing Clear Policies 

If employers have policies that provide clear guidelines on the standard of behaviour expected at work-related events, and what possible implications (up to and including dismissal) could result from inappropriate behaviour, then this will go a long way towards ensuring the entire workforce understand what is expected of them during a Festive party, or any other work-related social events. 

Larger organisations may also benefit from appointing individuals to supervise social events so that staff can come to them to raise any concerns. They should be provided with guidelines on dealing with drunk or disorderly employees and they should be advised to remain sober during the event. 

Free Bar?? 

While your employees will relish the thought, having a free bar also encourages excessive drinking, so it can be advisable to limit free alcohol and ensure that some low alcohol or alcoholfree alternatives are also available. 

Getting Home 

As an employer, you have a duty of care to your employees and so must consider how they get home after any work-related events. It may also be beneficial to consider hiring taxis or coaches for the end of the night. Employers may also provide telephone numbers for local taxi firms, or public transport times well in advance. 

The morning after the night before 

If you do find yourself receiving calls from employees the following morning, advising that they are feeling unwell, it is important not to jump to conclusions and reserve judgement until return to work meetings have been conducted in the normal way. 

When referring to the case of Bhara vs Ikea Ltd, two employees were dismissed from their roles, following a fight which occurred after the Christmas party, despite both parties maintaining this was nothing more than a playful wrestling match, so it is well worth reminding employees that their actions have consequences. 

However, it is equally important for all staff to be given an opportunity to enjoy themselves and dance the night away so, making sure the required preventative measures are taken will ensure that an enjoyable night is had by all! 

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If we can help you with this or any other HR issue, please do not hesitate to contact a member of our HR Team at HR Services Scotland Ltd on 0800 652 2610. 

For more information about the services that we provide at HR Services Scotland, please get in touch with us here. 

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National Stress Awareness Day

The first Wednesday in November each year is National Stress Awareness Day 

We all know what it’s like to feel stressed – being under pressure is a normal part of life. But becoming overwhelmed by stress can lead to mental health problems or make existing problems worse. Employers must note that protecting the employee’s mental health as much as practicably possible falls within their duty of care in the same way that physical health does.

We often talk of an employer’s ‘duty of care’ to their employees. But just what does this duty consist of?

Employers have a duty of care to their employees, which means that they should take all steps which are reasonably possible to ensure their health, safety and wellbeing. Demonstrating concern for the physical and mental health of your workers shouldn’t just be seen as a legal duty – there’s a clear business case, too. It can be a key factor in building trust and reinforcing your commitment to your employees, and can help improve staff retention, boost productivity and pave the way for greater employee engagement.

For the first time, work-related stress anxiety or depression accounts for over half of all working days lost due to ill health in the U.K. In total, 15.4 million working days were lost in 2017/18 as a result of the condition, up from 12.5 million last year. This equates to 57.3 per cent of the 26.8 million work days lost to ill health according to figures released by the Health and Safety Executive (HSE). This increase has been partially driven by a rise in the number of new or long-standing cases, with 595,000 workers reporting that they currently suffer from the condition up from 526,000 in 2016/17.

Recognising the signs of stress, anxiety or depression in the workplace is something employers must be proactive on. Employers are advised to educate line managers about the importance of knowing their staff collectively and individually so they can monitor any changes in their working patterns conduct or behaviours. Is someone taking more sick days that usual, for example, or avoiding completing certain tasks; or do they seem quieter and more introverted than usual? Identifying anything typically out of the norm and taking action early to speak with that individual will make stress, depression or anxiety far easier to understand and manage in the workplace from the outset.

Failing to identify or take action when employees are suffering from stress, anxiety and depression can leave employers open to discrimination claims. To avoid this, they should look to make reasonable working adjustments in instances where stress and depression are an issue, and certainly when formal diagnosis has been given. While it might depend on operational viability or affordability as to whether or not an adjustment is reasonable, it could simply mean removing an element of the job found to be too stressful for the employee or a change to their working times. Working collaboratively will help to limit the possibility of related grievances and make discriminatory claims less likely.

If we can help you with this or any other HR issue, please do not hesitate to contact a member of our HR Team at HR Services Scotland Ltd on 0800 652 2610.

For more information about the services that we provide at HR Services Scotland, please get in touch with us here.

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