Perils of the Staff Christmas Party

1. Set a Clear “Party Policy”

From a legal standpoint, the staff Christmas party is considered a “work activity”. This means the employer is responsible for their staff’s behaviour. It’s wise to establish a clear “Party Policy” outlining acceptable conduct. Display these guidelines on a notice board or communicate them via email, reminding employees that typical workplace behaviour standards still apply. This includes guidance on preventing harassment, bullying, and conflicts, with the understanding that disciplinary procedures may follow if necessary.

2. Identify Potential Health & Safety Hazards

Just like any other work-related event, a risk assessment should be conducted for the Christmas party. This might involve checking the venue for potential hazards, planning for slips or trips, and considering the safety of staff travelling home after the event. If any known conflicts exist between employees, arranging the seating to avoid tension is a proactive step.

3. Ensure Inclusivity

An inclusive party ensures that everyone feels welcome, regardless of their background or beliefs. This might involve offering diverse food and drink options, including non-alcoholic choices, and framing the event as a “year-end celebration” rather than strictly a Christmas party. Providing a range of activities—some lively, some relaxed—helps everyone participate comfortably. Reinforcing a sense of unity within the team.

4. Be Mindful of Plus-Ones

If employees are invited to bring partners, be sure to extend the invitation to all types of relationships, including same-sex partners. The Civil Partnerships Act grants same-sex couples the right to formal partnerships, so excluding certain partners could lead to claims of discrimination. Ensure all employees and their chosen guests feel equally welcome.

5. Avoid “Tipple Tattle”

It’s tempting to have casual conversations at a relaxed gathering, but managers should avoid ceertai topics. These include promotions, pay, or career progression at the party. Informal promises made in this setting can lead to misunderstandings or unmet expectations. Employees may take these conversations seriously, even if the manager doesn’t recall them later.

6. Limit Alcohol Consumption

If the company provides alcohol, there is a duty of care to prevent overconsumption. To avoid alcohol-related mishaps, consider setting a limit on free drinks. Monitor employees for signs of excess. Employers may be held responsible if an employee suffers harm after consuming company-provided alcohol, even outside of the event itself.

7. Take Food Safety Seriously

If you’re providing catering for your event, prioritising safety is essential to prevent food poisoning. Buffets, in particular, carry higher risks, so ensure that food isn’t left out for more than 90 minutes and that perishable items are stored below 5°C. A sick workforce is the last thing you need after the holiday party.

8. Skip the Mistletoe

While mistletoe may seem festive, it can encourage unwanted advances and lead to awkward situations in the workplace. A quick encounter at the party can turn into long-term embarrassment or tension between colleagues, so it’s best to avoid encouraging any activities that might impact professional relationships. Consider setting boundaries on office romances to prevent complications.

9. Prevent Drink Driving

Employers can be held accountable if employees drive under the influence of alcohol served at a company event. To help mitigate this risk, remind staff ahead of time not to drink and drive, consider hiring a minibus or shuttle service for transportation, or provide contact details for local taxi firms to make alternative transport easy.

10. Set Realistic Expectations for the Day After

Prior to any organised event, it may be wise to remind employees that they are expected to be fit for work the following day. While some flexibility may be considered, safety must remain a top priority, particularly for those operating machinery or driving. Employers should consider communicating guidelines on drinking responsibly.