With the festive season underway and Christmas celebrations taking place across organisations, many teams are looking forward to the opportunity to relax, connect and reflect on the year’s achievements. These events can play a valuable role in boosting morale, strengthening team relationships and reinforcing a workplace culture built on inclusion and respect. They also provide employers with an excellent platform to show appreciation for employees’ hard work and contributions.

However, even the most well-intentioned celebrations can lead to situations that expose employers to risk. Importantly, employers may still be held accountable for employee conduct at social events, regardless of whether the party takes place on or off company premises. To safeguard both employees and the organisation, employers should plan proactively and set clear expectations. Below are key considerations for hosting a Christmas party that is enjoyable, professional and risk-aware.

Before the event, remind employees that workplace policies (particularly those relating to dignity at work, respect, harassment and codes of conduct) remain in effect. Clearly communicate that the Christmas party is considered an extension of the workplace, and all attendees share responsibility for maintaining professional behaviour. Setting expectations early helps ensure the event stays enjoyable and positive for everyone.

A successful celebration is one in which every employee feels welcome and valued. Consider and respect the diverse religious and cultural backgrounds of staff when planning the event. Ensure the venue is accessible for individuals with mobility or other needs, and provide appropriate accommodations where required. Offer a variety of food and beverage options that cater to dietary restrictions and preferences to create an inclusive environment for all.

Even with robust planning, unexpected situations can arise. Designate trained managers or senior staff to act as responsible leads during the event. They should be familiar with relevant policies, able to respond calmly to inappropriate behaviour or conflict, and equipped to handle incidents such as medical concerns. Clear escalation paths and onsite points of contact will help ensure swift, consistent and professional responses.

Promote responsible drinking by reminding employees to be aware of their limits and understand that they remain accountable for their actions. Offering a range of non-alcoholic beverages and using drink voucher systems can support moderation. Employers may also wish to facilitate safe travel arrangements, such as pre-booked taxis or designating non-driving groups, to help employees return home safely after the event.

Social media activity during and after corporate events can present reputational and privacy risks. Reiterate expectations around posting images or content from the event and provide reminders of the organisation’s social media, dignity and respect policies. Encouraging thoughtful and considerate online behaviour helps protect both individual privacy and the organisation’s reputation.

Managers should understand that they set the tone for the event and act as representatives of the organisation’s standards. Provide guidance to managers ahead of time on how to role-model appropriate behaviour, intervene early if concerns arise and support employees who may feel uncomfortable or overwhelmed. Managerial visibility and engagement contribute significantly to creating a safe, supportive and enjoyable atmosphere.

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