How To Throw A Responsible But Fun Christmas Party

It’s November, which means plans for your office Christmas party are likely to be well underway. A Christmas party is a chance for everyone to let their hair down and for you, as an employer, to show your appreciation for the hard work your staff have done over the past year. But while you plan your festivities, it’s important to keep in mind that a heady mix of alcohol, music, and frivolity can lead to damaging employment law claims and reputational damage.

To ensure all your employees feel safe and comfortable at your staff Christmas party, consider the following:

Set out the standards of behaviour expected

You may baulk at the idea of sending an email around the office stating how you expect people to behave at the party, after all, you’re dealing with grown adults who work in an esteemed profession. But unfortunately, after a few drinks, some people forget themselves and this can result in damage to property, assault, and/or sexual harassment claims.

In March 2024, the Solicitors Disciplinary Tribunal (SDT) suspended a solicitor for three months and ordered him to pay £10,000 in costs after the Tribunal found that he had drunkenly touched a colleague inappropriately and made a sexually explicit comment to her at their law firm’s Christmas party. In another case, Bellman v Northampton Recruitment Limited [2018] EWCA Civ 2214, the Court of Appeal ruled that a company was vicariously liable for the conduct of its Managing Director at a Christmas party, after he physically attacked a colleague.

To avoid such disastrous situations happening at your office party, email everyone in the firm in advance of the big night and state what type of behaviour will not be tolerated, who any inappropriate conduct should be reported to, and the consequences that could follow an investigation into any alleged misconduct.

Think about innocent situations that may lead to inappropriate conduct

No one wants to be a killjoy, but the fact is some innocent Christmas traditions that are fine at a private party can result in people feeling uncomfortable if they occur in a work setting. The classic example is kissing under the mistletoe. Another is ‘naughty’ Secret Santa gifts. These types of traditions and games are best left out of your Christmas party planning.

Health and safety

As an employer, you must consider the health and safety aspects of the venue in which your office Christmas party takes place. You’ll need to undertake a risk assessment that includes checking where the fire exits are, whether the first aid kit is well stocked, and ensuring there are no hidden dangers that could result in a slip, trip, or fall.

When conducting your risk assessment, keep in mind that even a little alcohol consumption can affect someone’s judgment. A cable or small step may pose a negligible risk in ordinary circumstances, but after a few wines, these could become serious hazards.

It also pays to think about transport if the location of your office Christmas party is remote. Organising minibuses will ensure everyone gets home safe and sound and eliminates the risk of someone thinking “I’m OK to drive” when they’re clearly over the limit.

Finally, make sure you provide plenty of good, hearty food if you plan to party on into the small hours. Or if you want to provide finger food, have it come around regularly throughout the night, so people are not drinking on empty stomachs.

Be inclusive

One of the biggest generational shifts of the last 20 years or so has been the decrease in the number of people, especially young people, who drink alcohol. Latest research shows that 39% of people aged 18 to 24 do not drink at all and 44% are occasional or regular drinkers of alcohol alternatives. Therefore, make sure there are plenty of non-alcoholic drinks available, including alcohol alternatives such as non-alcoholic beer and zero-alcohol spirits.

It's also important to check for food allergies and make sure caterers are aware. If there is a risk of cross-contamination, make sure those with food allergies know this.

Wrapping up

Holding a responsible Christmas party does not mean taking all the fun out of the occasion. Employees who feel safe, included, and know that their employer cares enough to consider their feelings will have a much better time. And you will feel confident that you won’t face any complaints the following Monday morning.

Let the celebrations begin.

Albion Legal provides a range of added value products and services, from bespoke employment disputes insurance cover to white-labelled HR software. To discuss any points in the above article or to find out how we can help your business, please phone 0113 2471 717 or email our team.