Christmas Issues in the workplace

Besides knowing how to behave appropriately at the works Christmas party, there are some workplace issues relating to Christmas that are sometimes overlooked.

Christmas hampers or other regular gifts to employees

Dress code and Christmas jumpers

Can you withhold a Christmas bonus?

Christmas gifts from clients and suppliers

Be clear that they are welcome to keep or share any gifts of minor value that they receive, but that they will need to inform a manager about any larger gifts, or gifts where the intention of the gift is questionable (e.g. to encourage you to agree a proposal/sale). Check your own policy on what is an acceptable value and inform staff accordingly.

Don’t get irritated with staff who don’t share gifts with colleagues, or let you know what they have received if you have never published a policy that clearly sets out what is required and acceptable.

Another big Christmas issue in the workplace is as Christmas is a Christian festival, can an employer still hold a Christmas party if some of its employees belong to other religions?

It is unlikely that an employment tribunal would be willing to decide that the holding of a Christmas party constitutes religious discrimination against any non-Christians contrary to the Equality Act 2010.

You must be careful to take the various religions into account when planning the date, location, theme and catering for the Christmas party.

You may wish to review the arrangements and identify areas where staff from different religions might be disadvantaged. Consider how those arrangements could be changed to overcome those disadvantages. Issues to consider include: whether or not the venue is suitable and the date acceptable; whether or not any theme is likely to cause offence to anyone; whether or not a choice of non-alcoholic drinks will be provided; whether or not the menu gives sufficient choice, including vegetarian options; and whether or not other dietary requirements can be accommodated.