Human resources consultants have issued a stark warning to British employers, highlighting that the festive season can sometimes lead to workplace disputes ending in court. Their research has uncovered several employment tribunals where Christmas activities, including parties and gifts, have been central to the case.
The Furlough Hamper Dispute
One notable case involved a qualified solicitor, Miss H Bell, who took her former employer, Liverpool-based legal firm Carpenters, to a tribunal claiming unfair dismissal. The hearing in January 2025 was told that in December 2020, while Miss Bell was on furlough, the firm sent a Christmas hamper to all staff as part of a remote festive celebration.
Miss Bell, who was a legal training manager, was reportedly appalled to receive the gift. She contacted the company's HR department on 11 December 2020 to demand that the hamper be returned. In response, she was encouraged to donate it to a food bank if she did not wish to keep it.
The tribunal heard that this 'hamper incident' was among several allegations, including tensions with her manager, that led her to claim constructive unfair dismissal after she resigned in August 2023. However, the tribunal ultimately ruled against Miss Bell's claim.
Victimisation Over a 'Black Christmas Tree'
In a separate case that was successful for the claimant, a pharmacy technician named Miss E William took her employer, L Rowland & Co Ltd in Inverness, to tribunal. Miss William, who does not celebrate Christmas and is a member of the 'Daughter of Eve' church, said she felt pressured to attend a work Christmas party.
The tribunal heard that she overheard three colleagues discussing the purchase of an artificial black Christmas tree from Argos. She claimed one employee reacted by calling the idea 'ugly' and saying 'Yuck!', which Miss William interpreted as being 'directed at her' and racially motivated.
The tribunal, heard in December 2024, awarded Miss William £7,500 for victimisation and injury to feelings. However, it did not uphold her claims of direct religious or racial discrimination.
A Growing Trend of Festive Tribunal Cases
These two cases were identified by HR consultants Hamilton Nash, which tracks employment tribunals linked to Christmas. Their data shows a consistent pattern of festive-related disputes:
- 22 cases in 2021
- 14 cases in 2022
- 14 cases in 2023
- 11 cases in 2024
- 8 cases already in 2025
Another cited case involved Lloyds Bank worker Jamilla Griffin, who lodged a claim after receiving an 'Always Late' prank award at a Christmas party. She alleged race and disability discrimination but later withdrew the claim.
Jim Moore, an employee relations expert at Hamilton Nash, commented: "The traditional office Christmas party can be a minefield for businesses. We've seen cases this year of furloughed employees reacting furiously to being sent a Christmas hamper, and bad reactions to getting an 'always late' award."
He emphasised that employers must remember Christmas parties are official work events, making the company potentially liable for misconduct. Moore also highlighted new duties under the Worker Protection Act 2023, which makes employers liable for protecting staff from third-party harassment, such as from customers at a festive event.
"Companies that aren't clear how they need to protect their staff from sexual harassment should get advice from an HR consultant as soon as possible," Moore warned, "and make sure their Christmas party doesn't end up in court."
