Here’s a quick HR checklist to ensure your staff feel valued, supported and ready for the upcoming year… and a few reminders to ensure your end-of-year Christmas function doesn’t cause you any issues!

Show appreciation

• Acknowledge your team’s hard work – consider an early finish on the last day or a casual get-together.
• Encourage staff to relax and recharge – and show genuine interest in their plans. This can help establish or build trust.

Sort holiday logistics

• Approve leave: Confirm pending leave requests to avoid last-minute issues.
• Coverage and pay dates: Ensure essential roles are covered, clarify on-call expectations, and communicate any pay-date changes as early as possible.
• Security: Remind staff to secure information and set up out-of-office replies.

Prepare for 2025

• Update Info: Request updates on contact details and emergency info.
• Policy and strategy: Review policies and people strategies to ensure alignment with business goals.
• Plan: Flag any ongoing issues that need to be addressed and seek help if needed.
• Forecast needs: Assess whether you need to recruit, find contractors or offer training to close skill gaps.

Host a safe holiday party/activity/event

• Set expectations: Inform staff of behavioural expectations and advise them of their employment relationship obligations.
• Food and transport: Offer food and safe transport options to reduce risks.
• Monitor: Alcohol-fuelled behaviour can lead to incidents like harassment, offensive conduct and poor decisions, which can result in serious breaches of an individual’s employment agreement. Alcohol is often named or blamed as the cause behind assaults, sexual harassment, offensive behaviour, drunk-driving or other poor decisions. 
• Lead by example: Ensure your conduct sets the standard – employer actions matter, even at parties.
• Remember: Regardless of whether your party is held at work or outside of work, a link between the alleged misconduct and the work environment can create issues. Employers are obligated to investigate any formal complaint received. The outcome could include a sanction of dismissal for serious misconduct.
• Care: Employers and employees alike should look out for one another to ensure that unacceptable behaviour does not spoil the party. Christmas and the holiday season should be fun – let’s keep it that way!

If you need any HR advice or support please contact one of our HR team members to ensure that you’re well prepared as you wrap up 2024 and get on the front foot for 2025.