12th December 2013

Do You Hear What I Hear?

Alcohol can make managers say silly things.  For this reason, managers should avoid conducting staff appraisals at the office party.  Whilst it might seem obvious that a Christmas party is not the appropriate forum for such discussions to take place, it is not unusual for employees to seek to discuss work matters whilst under the influence.

Managers who hold such discussions at the office party should promise at their peril!

Do you see what I see? 

It is also the time of year when Facebook becomes littered with photos of Christmas party shenanigans.  If an employer believes that an employee has brought the company into disrepute as a result of a Facebook tag, in the correct circumstances the employer is entitled to take disciplinary action against that employee on the basis of alleged misconduct.  Alternatively if an employee complains to its employer about a colleague’s post, in the correct circumstances the employer can take action against the colleague or, at the very least, encourage that employee to pursue a formal grievance about the content of the colleague’s post.

It is however very important for employers to have a social media policy in existence.  Similarly employers require to clearly communicate that policy to its staff.  Provided that the policy is drafted correctly, the employer can control the content and effect of its employees’ social media activity and hopefully prevent enduring the Nightmare Before Christmas!

Simon Allison
Partner – Employment Law

The opinions expressed in this site are of the author(s) only and do not necessarily represent the opinions of Blackadders LLP.

Blackadders takes all reasonable steps to ensure that the content of this site is accurate and up to date. The site is not, however, intended as a substitute for seeking legal or other professional advice but rather as an informative guide to the services provided by Blackadders and topical legal developments. Site visitors should always seek advice tailored to their specific situation. Consequently, Blackadders accepts no responsibility for any loss or damage suffered by anyone acting or failing to act on the basis of information contained on this site. Downloading of material contained on this site is at the user’s own risk and all necessary virus checks must first be carried out by the user. Blackadders is not responsible for the material found on any web sites linked to this one and links to this site may only be made with Blackadders prior consent.


Blackadders owns the copyright in this blog and all material contained on it. The material on this site may be downloaded for personal use only and must not be altered. Otherwise, Blackadders’ written consent is required before any material on this site is reproduced, copied or transmitted in any way.

Privacy Statement

Information passed to us via this site is kept confidential and will not be disclosed to third parties except if authorised by you or required by law.

© Blackadders LLP 2022

Members of the Law Society of Scotland.

Blackadders Solicitors is a trading name of Blackadders LLP, a limited liability partnership, registered in Scotland No SO301600 whose registered office is 30 & 34 Reform Street, Dundee, DD1 1RJ. Reference to a ‘partner’ is to a member of Blackadders LLP.

Back to Business Legal News from Blackadders Solicitors