Category: HR

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How to Make Sure Your Office Christmas Party Doesn’t End in Tears

The office Christmas party is meant to be a fun way to reward staff for all their hard work over the year, but it can quickly become a PR and HR nightmare if someone posts inappropriate photos or videos to social media. Unfortunately, this kind of situation is becoming more and more common as people become more attached to their phones. In this blog post, we’ll look at how employers can make sure their office Christmas party stays off social media and out of the public eye.

The holidays can be a great time to gather with colleagues and let off some steam, but it’s important to remember that what happens at the office Christmas party doesn’t always stay at the office Christmas party. With the proliferation of smartphones, it’s easier than ever for embarrassing moments or photographs to end up on social media and potentially damage an individual or a company’s reputation.

Here are some tips for making sure your office Christmas party doesn’t end up on social media:

  1. Remind staff not to take any photos or videos: Remind staff ahead of time that it is against company policy to take photos or videos at the office Christmas party and that any such content should be kept private.
  2. If you want to record the event for the Company, appoint someone for example from the marketing team to take suitable images that can be used formally.
  3. Discourage inappropriate behaviour: Make sure staff know that you do not condone any type of inappropriate behaviour at the office Christmas party, such as getting excessively drunk or engaging in lewd behaviour. The number of sexual harassment cases following Christmas parties is on the rise and HR must investigate and take action if it is a Company event.
  4. Encourage staff to think before they post: Remind staff to think twice before posting anything on social media, it will be seen by your boss and others in the company. Consider how they and the Company will be viewed.
  5. Finally, encourage people to look out for one another, ensuring everyone gets home safely.

By following these simple tips, you can make sure that your office Christmas party remains just between the people who attended it and does not end up on social media. Encourage people to have fun but do so responsibly!

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High Days and Holidays – Who pays when extra Public Holidays are granted?

In June 2022 we all cheered and celebrated as our dear Queen Elizabeth celebrated 70 years on the throne. An additional bank holiday was given to celebrate her Platinum Jubilee.

Sadly, this September she has left us, having served us so faithfully for all those years. It is likely that the British Government may announce a day of mourning or an additional bank holiday. Many businesses will take the decision to close at other times as well in a mark of respect, and to deal with grief.

Next year- at some point- Charles III will be crowned as King, and there will be much ceremony and celebrating once again.

So, as an employer do you have to grant the additional holiday and do you have to pay your staff? As with all of these questions – the answer is …it depends…

If, as an employer, you have decided to close your business on a normal workday as a mark of respect- then yes you will be paying the staff as usual.

When the government grants an additional public holiday then we need to look at our contracts of employment to decide how we will deal with this additional holiday. Which of these circumstances fits your situation?

  1. Your contract is for 28 days holidays including bank and public holidays.
    The additional day should come from the employee’s holiday allowance. You are free to give an additional paid day off if you wish.
  2. Your contract is for 20 days Plus bank and public holidays.
    If there is an additional awarded day off – your contract means you should pay that day in addition to the usual days off.
  3. Your contract is for 20 days plus these listed 8 bank holidays (Christmas and Boxing day, New Year’s day, Good Friday and Easter Monday, Early and Late May bank holidays, Late August bank holiday).
    In this case an additional day should be awarded and paid for by the employer.

Regardless of the numbers of days involved – we hope this is helpful. If your situation is more complicated than we have outlined (above), feel free to contact us for some individual advice if you need to.

Email Helen or contact her via 02922 805 930.

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Financial Wellbeing Now Top Priority

Throughout March the CIPD had a strong voice on some key issues in the world of work. They are calling on employers to look at ways to improve the financial security of their workers as the cost-of-living continues to bite.

It is important to encourage people to want to work and to feel that working their way out of poverty is both possible and worth doing. Long hours and low wages only fuel a reliance on the state, which is an unhealthy long-term position for everyone. The increasing cost bases are hitting employers as well so thinking about employee financial security could seem like an additional burden. The minimum wage has just increased nearly 8% and supply chains are piling on increases in transport, raw materials and energy as well.

Why should employers take action?

Supporting your people to achieve a decent standard of living is an essential element of good work and responsible business. Research shows, that when we’re worried about money, our work suffers. Encouraging conversations about money worries helps people feel more confident and empowered, and more ready to face what life and work throws at them.

Businesses who pay the voluntary real Living Wage report several business benefits including improved recruitment and retention and better relations between staff and managers.

So, what can employers do? 

The most recent Employer survey from the CIPD in March 22 found the following elements to be the most important in providing financial security for employees:

  • provide a fair and liveable wage (96%)
  • support in-work progression to help people increase their earning potential (87%)
  • support financial wellbeing by offering and signposting benefits and financial education (71%).

Have a think about what can be offered to add value without adding hugely to your cost base. For example, partnering with local businesses who can offer your people an Independent Financial Planning Advice Service, or an independent household bills review is a good start. If these things can be done during the working day at your site, the convenience will be a boost to staff, there are possible savings for your people and you are also supporting your local business community.

There are plenty of options for supporting your teams and many people will have different priorities depending on their stage in life and own personal circumstances. Utilize your staff surveys or consultative groups to feedback the priorities for your own business.

At Oyster HR we always suggest that you use survey data, appraisal or supervision feedback along with your HR Dashboard performance to help shape and inform your ongoing HR Strategy. That of course means you need to be asking the right kinds of questions in the first place.

For a no obligation discussion about these or other pressing HR matters – we are happy to chat! [email protected]