With Christmas less than a month away, it’s not long until we head into full Christmas party season. While work Christmas parties are a great way to celebrate a year of hard work, they have the potential to be a bit of a minefield when professional and social dynamics collide, and companies don’t have effective frameworks in place.

As an employer, it’s crucial that you’re aware of your responsibilities when holding a work Christmas party and minimise any potential risks that may arise. Even though it might be held after work hours or at an off-site venue, a company Christmas party is still legally considered a workplace.

Here are six key guidelines to help you navigate your responsibilities when it comes to hosting your company’s Christmas party:

Select the right venue

It’s not only employee behaviour that can pose a risk – a venue can also prove to be unsafe. It’s essential that you inspect the venue prior to the event and undertake a health and safety check and assessment to identify any venue safety concerns. Picking a venue that your company has all to itself is a great way to help ensure a safe environment without the worry about other people being there at the same time and causing trouble.

Educate your employees

Having a suite of workplace policies on anti-discrimination, anti-sexual harassment, anti-bullying, and social media isn’t enough. Your employees need to understand that these policies still apply at your Christmas party and understand the potential consequences of any inappropriate behaviour. Sending an all-staff email before your Christmas party helps to ensure everyone is aware of expected standards of conduct.

Encourage responsible drinking

If alcohol is served, provide a wide range of alternative alcohol-free beverages and ensure there are limits to prevent excessive drinking. As it is a work function, your company is responsible to ensure your employees get home safely, so if the budget permits, consider offering taxi vouchers or paid Uber rides home.

Clearly communicate the timing of the Christmas party

In your invitation and all communication about the event, it’s important to clearly state the start time, finish time and venue of the function. By making it clear to employees that any conduct outside the specified time and venue will not be your responsibility or liability, you will significantly reduce any risk for your company.

Appoint someone to monitor the event

It’s a good idea to having a non-drinking senior staff member (or two) at the event whose role it is to keep a close eye on behaviour and alcohol consumption. Having someone monitor the event can greatly reduce any potential risks when it comes to overindulgence in alcohol, and nip any potential inappropriate behaviour in the bud before it becomes an issue.

Ensure your employees know the dos and don’ts when it comes to social media

Inappropriate social media posts can have serious consequences for both employees and employers, so it’s essential that you have an up-to-date social media policy and communicate it to all staff before your Christmas party. Staff need to be aware before the party begins what they can and can’t post to social media while at the event.

Need some help?

If you need some assistance drafting communications for your team prior to your company’s Christmas party, please reach out to our team for more information. Email projects@commongoalconsulting.com.au, or contact Nikki Jenkinson (Director) on 0472 545 584.