Staff Given Extra Day's Annual Leave if they attended Xmas Party

lr1277

amanda1024 said:

I can imagine you could potentially argue that this discriminates against those with childcare/caring responsibilities, so it might be worth flagging that to HR

I am under the impression childcare is not the employer's respsonsibility, it is for the employee to manage.

On the basis at interview, employers are not allowed to ask interviewees about childcare arrangements, then I think once the person is employed, they should not use childcare as a reason for time off. The employee might have an understanding boss who may allow that sort of thing, but it is not guaranteed nor I would imagine expected.

Undervalued

amanda1024 said:

lincroft1710 said:

amanda1024 said:

I can imagine you could potentially argue that this discriminates against those with childcare/caring responsibilities, so it might be worth flagging that to HR

Having child caring or any other caring responsibilities is not a protected characteristic

It’s still discrimination, just not illegal. If the organisation wanted to present themselves as diverse and inclusive, they might appreciate some feedback that this sort of policy isn’t ideal. If they don’t care then OP’s complaint is unlikely to get anywhere.

In a way everything about employment is "discrimination". Starting with who you interview, who you appoint, who you promote, who gets a pay rise etc, etc. 

There is no obligation to be "diverse and inclusive" (whatever those over used phrases actually mean) only to behave lawfully.

baser999

Savvy_Sue said:

A long time ago, our office party started in the afternoon. We went in and did very little work before the office closed and a coach picked us up to take us to the venue.

If you didn't want to go to the party, you couldn't work, so you had to book a day's leave. For the rest of us, it was a working day. 

Fair? Maybe not. Legal? Almost certainly, the union never challenged it.

But don’t you just think sometimes that ‘a long time ago’ people just got on with it, accepted it as perhaps unfair, if you happened to miss out so be it. No one ever gave a thought to being discriminated against. Nowadays everyone wants something, and if they miss out then someone has to be responsible and compensate them for their loss

Wyndham

There is an argument that a work party is actually work. Certainly I wouldn't let my hair down nearly as much in that situation as a more friends/family based one.

I've also done some very good networking at this sort of event! Sometimes getting the chance to talk to people I wouldn't normally talk to. And it doesn't do any harm to be know by people in other departments.

Marvel1

Assume people travel the workplace, the employer will probably know staff will not be fit to drive in next morning (if they drive).

lincroft1710

xxandyxexx said:

Marcon said:

xxandyxexx said:

Hi All, 

I am looking for some advice. 

The company I work for had their Christmas party/outing last night. I was unable to attend due to already having plans in place for that evening way before the company Christmas party/outing was arranged. 

This morning I have learnt that all staff who attended the Christmas party/outing last night have been given today off as an extra day's annual leave. Whereas staff who were unable to attend, like myself, have to work. 

I voiced my concern about this to the office manager and was told because I didn't go, I don't get today off (an extra day's annual leave) . 

Is this correct and acceptable? I feel like it is unfair and that I've been treated differently to the other employees.  

Correct - if that's the company policy, then nothing unlawful about it.
Acceptable - probably appeals more to the employees who went to the party than those who didn't!
Unfair - I can see why it might feel that way, but maybe the employer saw it as a team bonding exercise and is reinforcing that message.

You've said in your post that 'staff who were unable to attend, like myself, have to work' so you've not been treated differently to any of the non-attendees at the party.

But here's the interesting bit. Another member of staff who didn't attend the Christmas party was also given the day off. 

It seems like I was the only one who wasn't given the day off. 

Does that mean you were the only person in the workplace that day?

General_Grant

lincroft1710 said:

xxandyxexx said:

Marcon said:

xxandyxexx said:

Hi All, 

I am looking for some advice. 

The company I work for had their Christmas party/outing last night. I was unable to attend due to already having plans in place for that evening way before the company Christmas party/outing was arranged. 

This morning I have learnt that all staff who attended the Christmas party/outing last night have been given today off as an extra day's annual leave. Whereas staff who were unable to attend, like myself, have to work. 

I voiced my concern about this to the office manager and was told because I didn't go, I don't get today off (an extra day's annual leave) . 

Is this correct and acceptable? I feel like it is unfair and that I've been treated differently to the other employees.  

Correct - if that's the company policy, then nothing unlawful about it.
Acceptable - probably appeals more to the employees who went to the party than those who didn't!
Unfair - I can see why it might feel that way, but maybe the employer saw it as a team bonding exercise and is reinforcing that message.

You've said in your post that 'staff who were unable to attend, like myself, have to work' so you've not been treated differently to any of the non-attendees at the party.

But here's the interesting bit. Another member of staff who didn't attend the Christmas party was also given the day off. 

It seems like I was the only one who wasn't given the day off. 

Does that mean you were the only person in the workplace that day?

I wondered that but then re-read the OP and that refers to having to work not that they had to attend a workplace where others normally work.  So it could be a WAH job but not getting any response from co-workers would be odd if you do normally interact with people.  Perhaps all their work is fairly solitary.

Vectis

Take a different scenario...

Would you be complaining if the company was handing out end-of-year bonuses and you didn't happen to get one, or got less than some other people?

It happens. Not everyone gets the same bonus (and a day off can certainly be seen as a bonus).

You didn't go to a company event (for whatever reason) and so you didn't get the 'bonus' that those who went got.

They possibly also got free drinks or food, perhaps, and you obviously didn't. Do you want the company to buy you some food and drink as recompense because you missed out?

theoretica

If you are encouraged to attend the party it could be called work hours (and out of normal office time too), then arguably getting time back in lieu is very fair.  It would seem a bit poor to only announce the time off at the party/at the last minute though, if that is what happened.

Brie

It could be considered discrimination if there was a good reason for not attending.  An ex colleague couldn't attend quite a few things that were after work hours or at different locations due to her age and health.  Management thought well enough of her to mostly give her a bit of leeway when she needed it in exchange for the rest of us getting the party or whatever. 

People with children do get extra in that they are allowed to have extra days off and at short notice if their children are ill etcetera.  And there was always that argument about why us non parents had to come to work on snowy days but those with children whose schools had closed weren't obliged to.  

Personally if I discovered I was the only one that didn't have the day off I'd agree to go in and then ask when my extra day off could be scheduled.  Politely.  If that didn't work I might talk to my union rep.