Post-party behaviour and vicarious liability

Post-party behaviour

Even after the music stops and the last mince pie is enjoyed, it's important to remember that your responsibilities don't end when the party does. What happens after the celebration can still affect the workplace, so it's wise to be prepared.

Mind the after-party

Sometimes, the festivities continue elsewhere. While you can't control where people go once they leave, you can set clear expectations about behaviour.

Gently remind your team that professional conduct is expected at all times, especially when they're still in the company of colleagues.

A friendly note before the event can work wonders in keeping the holiday cheer going without any hiccups.

Social media savvy

In our digital age, a cheeky photo or a quick post can spread faster than you can say ‘Merry Christmas!’ Encourage your team to think before they share party snaps or comments online.

Respecting colleagues' privacy and maintaining the company's reputation are important – even when everyone's wearing reindeer antlers.

Vicarious liability

To keep everyone on the nice list:

Before the party, communicate your policies on conduct, harassment, and inclusivity. Let everyone know that while the goal is to have fun, professionalism is still important (more on this later!).
Encourage managers to model appropriate behaviour and be approachable if any issues arise. They're like the Santa hats of the party – visible and setting the tone!
Ensure your grievance procedures are up to date so employees know how to report any concerns. It's like having a safety net, just in case.

By taking these steps, you can help ensure the festive fun doesn't lead to any unwelcome surprises, keeping the holiday spirit bright for everyone.

Understanding vicarious liability

Here's the serious bit. As an employer, you can sometimes be held responsible for your employees' actions during work-related events, even if they're off-site or after hours. This is known as vicarious liability.

If an employee behaves inappropriately and it impacts another team member or reflects poorly on the company, you might find yourself in a tricky situation.