Managing staff, xmas parties, bah humbug ?

With economic conditions very tough and in all probability going to get worse, it is easy for lawyers to simply focus on strict employment law and we all know about the christmas party cases that end up in the employment tribunal.

However, when advising small clients who do not have their own in-house HR department, should lawyers do more to help clients in this respect, in managing situations so they do not become employment law problems ?

A recent survey carried out by Pitney Bowes suggests that nearly 50% of small firms will cancel the annual Christmas party this year.

 On the face of it this could be a blow to staff morale but like most things in business or in life, a glass half full approach may be adopted instead of the half empty approach. This is a classic type of situation where good advice, perhaps not strictly legal advice, can lead to a less negative outcome.

It’s all about communicating with your staff, explaining the position early, reassuring them as much as possible that there are sound reasons for cancelling the party and including them in information which may show that you are taking the right steps to safeguard their futures.

Think creatively as well, you can still perhaps make small gestures or have a smaller get together in the office or even suggest that if the staff are able to contribute towards a party, you will meet them half way. An approach of “it’s cancelled, sorry” at the last minute is not the way to go in these situations, and dealing well with this type of situation creates the right habits for dealing with the more formal and difficult times when you have to deal with employment law issues such as discipline or dismissal. In summary, get the communication right, look at the options and be as open and positive as possible with your staff.