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Staff social events and parties

Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. socials can be a good way to reward Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., but there can be legal implications if things go wrong. This section will provide you with guidance about the practical, financial and legal steps you can take to minimise the risks when you are arranging your work social, including helping you to avail of tax breaks that apply to Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. parties. It will also help you to deal with issues that do arise, such as inappropriate Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. behaviour and Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. calling in sick the next day.

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Arranging work socials

  1. 1.What do I need to think about before arranging a work social?
  2. 2.What do I need to think about when selecting a venue for a work social?
  3. 3.What do I need to think about when selecting a date and time for a work social?
  4. 4.Do I need to invite all of my staff members to a work social?
  5. 5.What do I need to think about when arranging catering and alcohol for a work social?
  6. 6.How can I avoid staff behaving badly at a work social?
  7. 7.Can I control what staff post on social media about a work social?
  8. 8.Do I need permission from my staff if I want to post photos of a work social on social media?

Costs of work socials

  1. 9.Can I ask my staff to contribute to the costs of a work social?
  2. 10.Can I deduct payments for a work social direct from staff wages?
  3. 11.How can I ensure that a work social is tax free?
  4. 12.Can I have separate work events for different departments and still get tax advantages?
  5. 13.Can one-off work social events be tax free?
  6. 14.Can I have more than one work social in a year that is tax free?
  7. 15.What happens if the cost of my work social exceeds the tax free limit?
  8. 16.How do I calculate the cost per head of my work social to check if it is within the tax free limit?
  9. 17.Can I invite my staff members' partners to my work social and still get tax advantages?

Staff behaviour at work socials

  1. 18.Can I discipline a staff member for drunkenness at a work social?
  2. 19.Can I discipline a staff member who takes illegal drugs at a work social?
  3. 20.What should I do if I am told that a member of staff has abused, assaulted or harassed another person at a work social?
  4. 21.How should I deal with a member of staff who is alleged to have abused, assaulted or harassed another person at a work social?
  5. 22.Can my business be held responsible if my staff member injures someone at a work social?
  6. 23.What can I do to avoid my business being held responsible for a staff member injuring someone at a work social?
  7. 24.Can my business be held responsible if my staff member damages the venue or other property at a work social?
  8. 25.How should I deal with staff who call in sick the day after the work social?
  9. 26.How can I avoid staff calling in sick the day after a work social?

Staff handbook and policies

A staff handbook is a manual given to staff by employers which sets out information they need to know about their company’s HR policies and procedures. HR policies set out how a business will handle different employment issues, including certain rights and responsibilities of its managers and staff. A staff handbook might also be referred to as an employee handbook, a company handbook or an employee manual. This document will not only help you to comply with employment law, but it will also give you the option to go above and beyond what is legally required of you and to provide your business with extra legal protections. You can customise this template to either produce standalone HR policies or to create an entire staff handbook containing the employment policies and procedures of your choice.
£40 + VAT

IT, communications and social media policy

An IT, communications and social media policy sets out guidelines for an organisation’s staff about their use of IT equipment, communications software and social media. Its objectives are to ensure the security of a business’s systems, to protect them from misuse and to maintain professional communication standards. It might be produced as separate policies; for example an IT security policy, a communications policy and a social media policy. This template will help you to establish clear guidelines for your staff about how they should securely operate your IT equipment, such as requirements as to passwords. It also covers to what extent systems may be used for personal use, including how your business will monitor such use. This will help to ensure that your systems are operated securely and professionally. It will also ensure that you comply with your data protection obligations under the UK GDPR. This policy could form part of your staff handbook or it could be provided as a standalone policy. If you’re looking to produce an entire staff handbook, use our template staff handbook instead. Alternatively, you can also purchase this policy as part of the Remote working and cybersecurity toolkit .
£25 + VAT
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