Christmas party season: An employer’s guide

With the festive season fast approaching, many organisations are gearing up for Christmas parties. These gatherings, whether held on-site or off, during or outside work hours, are treated as an extension of the workplace. That means all your usual employer obligations apply.

A night meant to boost morale and foster team spirit can quickly become a legal hotspot if the right precautions aren’t taken. Each year, incidents at office parties result in tribunal claims, for example, for harassment, discrimination, or aggression. That can lead to damaging legal consequences, compensation payouts, and reputation risk – all of which put a real dampener on what should be a joyful occasion.

What tends to go wrong?

• Alcohol-fuelled misconduct
• Aggression or violence
• Sex-based harassment or unwelcome physical contact
• Discriminatory comments, bullying, inappropriate jokes

To protect staff, it’s important that employers take the necessary steps to assess and guard against potential risks, including setting out expected standards of behaviour, limiting the amount of alcohol and having a clear boundary for when the event will close.

We advise employers to complete the following checklist to protect themselves during the festive season:

Christmas party checklist for employers:

• Set out the company’s attitudes to alcohol consumption at the party – it’s particularly important to set clear boundaries as there is generally a zero-tolerance policy towards alcohol in the workplace and a company organised event is deemed to be an extension of the workplace.
• Make sure non-alcoholic drinks are available if alcohol is being served, for those who may not want to drink on the night, whether because they are driving, for cultural and religious reasons or by preference.
• Manage overall alcohol consumption so employees don’t lose their usual workplace inhibitions. Remind everyone that actions or comments that would be unacceptable behaviour in the workplace still hold in the relaxed atmosphere of the party.
• Be clear about when the event will close and make everyone aware at the appropriate time that the party is over.
• Be alert for health and safety risks the morning after, if it’s a working day, particularly where machinery or driving is involved, in case anyone is still under the influence of alcohol.
• If you become aware of events that took place at the party which do not accord with the company’s expected standards of behaviour, act promptly to investigate and make sure grievance or disciplinary policies are followed.

A well-planned, thoughtful Christmas party can be a highlight of the year, boosting morale, showing appreciation, and building camaraderie. With good planning, it can also be safe, inclusive, and legally secure.