How not to behave at the office Christmas party
The morning after the night before can bring more than just a headache, so we have five good reasons to curb behaviour during the festive period
You may be more concerned about whether the dress code should be ‘Christmas jumper’, or what time the bar closes. However, the aftermath of the office Christmas party can have a serious and lasting impact.
Below are some interesting legal cases that provide helpful hints on how not to act during the festive period: 1. Social events connected with work can be an extension of the workplace. The Chief Constable of the Police in Lincolnshire was held vicariously liable for the actions of its employee, a male officer, who sexually harassed a female colleague whilst at the pub. The Employment Appeal Tribunal in The Chief Constable of Lincolnshire –v– Stubbs  ICR 547 upheld the original Employment Tribunal’s views that “attending a public house for relaxation immediately after the end of the working day is, in our view, merely an extension of employment...” Lesson: Behave at the Christmas party as you would at work. 2. Never mind the Christmas party, walking home from it is still an extension of the workplace. In Gimson –v– Display by Design Ltd ET/1900336/2012 Mr Gimson punched a colleague in the face while walking home from the Christmas party.
This was investigated by the respondent, and Mr Gimson was subsequently dismissed for gross misconduct.
His claim for unfair dismissal was dismissed by the tribunal, who found that the incident was sufficiently closely related to work, as he would not have been walking home with his colleague save for the party. Lesson: Alcohol is no excuse for misbehaviour, even at the end of the night. 3. ‘Mates having a laugh’ can warrant dismissal, in Bhara –v– Ikea Ltd ET/1311146/10 Mr Bhara whilst out for a smoke break at his office party warned his colleague not to drink too much as he was working the next day.
His colleague did not take too kindly to this reminder, and a ‘scuffle’ ensued. Following an investigation in which both parties played down the event Mr Bhara was dismissed.
The tribunal held that whilst the respondent was not obliged to dismiss Mr Bhara, fighting with a colleague is “a matter of the utmost seriousness” even if there were “no lasting hard feelings”. Lesson: Whilst out at the office Christmas party you are representing your employer, always be on best behaviour. 4. Be careful of promises made. In Judge –v– Crown Leisure Ltd  IRLR 823 (CA) Mr Judge was promised by a director of the respondent at their work Christmas party that they intended to align his salary in due course with that of a new employee who was on considerably more.
When Mr Judge did not achieve parity within two years he resigned and claimed constructive dismissal. His claim was dismissed as it was found the director was merely providing “words of comfort” and were too vague to amount to a contractual intention.
However, it is clear from the judgment that employers must be mindful of such words, as these could be contractually binding. Lesson: Do not make promises about pay rises or promotions at the Christmas party. 5. Aftermath of the Christmas party: Following what the tribunal categorised as ‘contributory conduct’ with a male colleague at the office Christmas party in Nixon –v– Ross Coates Solicitors  EQ.LR 284 (EAT) Ms. Nixon fell pregnant, and rumours about her pregnancy, and the possible paternity of her child, abounded, allegedly spread by the HR manager.
Following a refused request to move office, and failure to investigate her grievance, she resigned claiming constructive dismissal, and discrimination on the grounds of her gender/pregnancy. Her claim for sex discrimination was upheld on appeal. Lesson: Aside from behaving appropriately at the Christmas party, beware of the inevitable gossip which ensues.