December 3, 2021
Planning Your Christmas Party? Here Are Some Tips to Keep It Festive and Safe
With Christmas around the corner, many businesses are looking forward to celebrating with their teams. While parties are a great way to thank employees for their hard work, it’s important to plan with an eye on inclusivity and safety, especially given the new responsibilities under the Worker Protection (Amendment to Equality Act 2010) Act 2023 that came in on 26th October 2024. Here are some updated tips to help ensure your party is a success for all the right reasons.
When selecting your venue, consider options that will accommodate everyone’s dietary, cultural, and accessibility needs. For example, avoid venues with limited food choices (e.g., a steakhouse with few or no vegetarian options) that might unintentionally exclude some team members. Make sure the location is easily accessible to accommodate all employees, including those with disabilities.
Participation in holiday events should always be voluntary. Christmas is a Christian holiday, and some team members may not wish to celebrate for religious or personal reasons. Ensure everyone feels welcome but not pressured to join, respecting individual beliefs and preferences.
Before the event, communicate your expectations for behaviour. Remind employees that the party is an extension of the workplace, and their conduct reflects on the business. Whilst in the past a brief mention in a staff meeting might have been OK. These days we would recommend a memo or company newsletter which clarifies that harassment or inappropriate behaviour will not be tolerated, and employees are expected to uphold the company’s values and professional image.
Instead of an open bar, consider offering a drink limit or a mix of alcoholic and non-alcoholic beverages. Under the Worker Protection Act, employers can be held responsible for harassment or misconduct that occurs under their watch. Excessive alcohol can sometimes lead to unwanted behavior, so moderating the availability of alcohol can help minimize risk.
Ensure that under-18s, if attending, are not served alcohol and are supervised appropriately. This is both a legal and a reputational concern and can help prevent misunderstandings or liabilities related to age restrictions.
It can be helpful to have a few designated managers or senior staff members present to subtly monitor the event. They can help ensure things don’t get out of hand and step in if they see any potential issues, particularly in line with preventing harassment or inappropriate behavior.
Make arrangements for employees to get home safely. Encourage carpooling, or arrange transportation if possible. Safe transportation shows your commitment to employees’ well-being and can prevent accidents or other risks associated with late-night travel.
If the event is on a weekday, communicate expectations clearly for the following workday. Remind employees that they are expected to return to work in a fit state. Alternatively, consider scheduling the party before a weekend, allowing for some rest time and avoiding potential negative impressions from social media posts.
Ensure there are plenty of non-alcoholic drink options and food available throughout the evening. Clear communication about limits on behaviour, including overindulgence, reinforces that while celebration is welcome, there are boundaries to respect. Parties with meals can ensure that no one is drinking on an empty stomach.
With a thoughtful approach, your Christmas party can be a safe, inclusive, and enjoyable celebration for all. Remember, this is a time to celebrate achievements and thank your team for their hard work. We want you to call us in December to tell us what a fantastic time you had not to tell us that you’ve had an incident involving toilets, semi naked colleagues and explicit unwanted conversations. That was December 2023 BTW!
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