The “silly” season is almost here – Here are our top tips for having a safe Christmas party

The silly season is almost upon us which means that workplaces are starting to prepare for their end of year Christmas parties.  While they are intended to be a happy festive event, Christmas parties are also notorious for causing stress for employers due to the risk of potential workplace incidents.

Employers need to be aware of the potential risks of Christmas parties and the possibility of being exposed to various complaints and claims, e.g. sexual harassment and/or discrimination complaints, bullying complaints and workers' compensation claims. These claims not only affect employee morale and the employer’s reputation but are also time consuming and costly.

We have compiled our top tips to help manage risks at your Christmas party so that everyone can have a safe and enjoyable time.

Check your policies and procedures

You should review your policies and procedures to ensure that they are up to date, especially your code of conduct, bullying, sexual harassment, drug and alcohol and social media policies and procedures. 

Communicate to your workforce

Remind staff about your policies and procedures and re-educate staff. 

Leading up to the Christmas party, send an email to all staff reminding them that while the party is a time to have fun, it is still a work function and work, health and safety and behavioural standards continue to apply. The email should provide access to all relevant policies and procedures and outline any failure to adhere to workplace policies at the event could result in disciplinary action.

Choose the right venue and consider safe transport options

Choose a venue that is close to public transport and/or facilitates safe transport options for employees who have been drinking (e.g., cab charges, reimbursement for use of rideshare platforms, designated drivers who won’t be drinking alcohol etc).  Also check for potential hazards at the venue such as uneven floors and make potential risk areas out of bounds.

Serve responsibly

Serve alcohol responsibly in line with relevant legislation (this includes ensuring no alcohol is served to underage staff and limiting or denying alcohol to intoxicated staff). 

Encourage employees to know their own limits when it comes to alcohol consumption and speak to the venue and reinforce that you expect intoxicated persons to be refused service. Provide them with a contact person to speak to if they need to report intoxication at the event.

Provide food and non-alcoholic drinks 

A big mistake to avoid is not providing enough food. Hungry people drink more and are more likely to become intoxicated.  You also have a responsibility to non-drinkers to provide the same level of hospitality, so provide plenty of food and ensure there are non-alcoholic drink options available at the party so staff do not feel pressured to drink alcohol.

Set a start and finish time

Set appropriate start and finish times for the event.  Make it clear that any “after parties” which follow on from the event are undertaken by employees in their own time and are not endorsed by the employer.

Appoint a responsible person

Consider appointing a responsible senior employee to stay sober and supervise the event.  They should be familiar with workplace policies, be a point of contact and have the authority to act on any issues that arise (such as sending people home or even closing the bar at the venue).

Have senior staff and managers set an example

Managers and senior staff members should set a good example and model appropriate behaviours to other staff.

Ensure the party is inclusive

The Christmas party should be inclusive, but staff should not feel pressured to participate in activities or situations they are not comfortable with.  If you are going to choose a theme, ensure the theme is not going to cause offence, exclude people or lead to inappropriate or discriminatory costumes.

Deal with complaints appropriately

Any complaints made following the Christmas party, for example, about one employee’s behaviour towards another, should be dealt with appropriately and in accordance with any applicable policies and procedures.

Monitor social media

To the extent possible and appropriate, keep an eye on social media to ensure that nothing is posted about the Christmas party that is likely to damage the reputations of the employer and employees alike.

Seek advice if you need it

If you would like to talk to us about your policies and procedures, or drafting new ones, to ensure you are covered for the upcoming festive season or you need help dealing with an employee issue that has arisen at your work Christmas party, get in touch with our employment and industrial law team.

The content of this article is intended to provide a general guide to the subject matter.  Specific advice should be sought about your particular circumstances.