Christmas Parties
Christmas events are a fantastic opportunity to bring teams together and recognise everyone’s hard work. However, it’s essential to remember that these gatherings are still considered an extension of the workplace
The Christmas countdown is officially on, and festive celebrations are already well under way. With that in mind, we’ve pulled together our top tips to help ensure your Christmas party runs smoothly and safely this year.
Christmas events are a fantastic opportunity to bring teams together and recognise everyone’s hard work. However, it’s essential to remember that these gatherings are still considered an extension of the workplace — even when they take place outside normal working hours or away from company premises.
We’ve all heard stories of employees who get carried away with the free bar and end up facing a dreaded call from HR on Monday morning. In some cases, you may even have concerns about drug use. So how can employers set clear boundaries without dampening the festive spirit?
1) Be mindful that Christmas can be a difficult time
Although often described as the merriest time of the year, Christmas can also be stressful, lonely, or emotionally challenging for some people. While employers naturally want to create an enjoyable experience, it’s important to respect employees’ personal circumstances. If someone prefers not to attend the party, that choice should be fully supported.
2) Choose inclusive and appropriate entertainment
When selecting a venue or activity, consider whether it is suitable for everyone. For instance, if you book an over-21s venue but employ younger staff, they will automatically be excluded — which can create unnecessary issues.
3) Avoid discrimination
All employees should receive an invitation to the Christmas party, regardless of their faith, ethnicity, or background. Even if someone does not celebrate Christmas, they should not be left out. They are, of course, free to decline if they prefer not to attend.
4) Communicate company expectations clearly
You don’t need to be the “fun police”, but it is sensible to remind staff ahead of the event that they are representing the company and are expected to behave responsibly. While it’s reasonable to expect that some employees may drink, abusive or violent behaviour is unacceptable. Anyone displaying such behaviour should be sent home, and disciplinary action may follow once back in the workplace. In addition, make it clear that illegal drug use is strictly prohibited. Anyone found in possession of drugs or under their influence may face summary dismissal.
5) Protect your company’s reputation
If clients are attending your event, choose carefully which employees will represent your business. Overindulgence, inappropriate remarks, or unprofessional conduct can seriously damage client relationships. Being drunk or unable to remember what happened is not a valid excuse for misconduct. In the most serious cases, reputational damage could lead to dismissal for gross misconduct.
6) Think before you speak
As with all work-related social events, there is a risk of sexual harassment claims. Ensure staff are aware of your Equality and Diversity and Dignity at Work policies, as well as the potential consequences of breaching them. This can help reduce the company’s vicarious liability if issues arise. Remember: individuals can also be held personally responsible and may be named as respondents in an employment tribunal.
7) Respect those who choose not to drink
Christmas parties can be daunting for employees who don’t drink alcohol. It’s important to ensure that nobody feels pressured to drink. If you are offering complimentary alcoholic drinks, make sure a good range of non-alcoholic alternatives is also available. If you’re worried about excessive drinking, consider issuing a set number of drink vouchers instead of providing unlimited alcohol.
8) Ensure employees can get home safely
Whether your party is held on a work night or not, employers should encourage staff to plan their journey home in advance and avoid driving after consuming alcohol. Suggest a reasonable finishing time and remind employees to consider how they will travel home — and, if necessary, into work the following day.
If you have any questions or would like any support, please do not hesitate to contact us!