How to have a HR approved Christmas Party with work

So it’s nearly Christmas and thoughts turn towards the work Christmas party. You may be wanting to reward your staff with a free night out to thank them for all their hard work throughout the year. At the risk of sounding like an HR killjoy, it’s one to think very carefully about or it could quickly end up being a bit of a disciplinary nightmare.

The 2018 case of Bellman v Northampton Recruitment Limited held that the organisation was liable because the Managing Director of the firm punched an employee in the face during a works do. The case hinged on the fact that the company decided to pay for all drinks and taxis and therefore the Court of Appeal held that the perpetrator was asserting his authority as ‘the boss’ through the attack. Although this won’t be the case in every work Christmas do incident, it is wise to think in advance how such a situation can be avoided.

At Cornerstone Resources, we’ve often seen how a lack of preparation can lead to avoidable issues. January is a busy month for us, dealing with the fallout from festive celebrations. Many employers don’t realise that misconduct, including acts of discrimination, harassment, or victimisation, can leave them legally liable. 

The Employer’s Duty of Care 

We don’t want to spoil everyone’s fun at Christmas, but equally, we know how important it is that we all behave respectfully and kindly to each other, whether during the day in an office or in a bar at the work Christmas party….so, here are some top tips from the team on how best to manage Christmas social events…

Preventing Problems: Clear Communication is Key 

To minimise risks and ensure a smooth and enjoyable celebration, it’s essential to set expectations upfront. Here are some practical steps: 

1. Celebrate Responsibly

Remind your team that the party is an opportunity to relax and have fun, but professionalism remains important. 

2. Reinforce Boundaries

Clearly outline that workplace standards of behaviour still apply. For example: 

• Inappropriate jokes, comments, or advances are unacceptable.
• Respect for all attendees is mandatory.

3. Responsible Alcohol Use

• Encourage moderation when drinking.
• Remind employees not to drive under the influence or report to work intoxicated.
• Offer plenty of non-alcoholic drink options.

4. Emphasise Inclusion

 Consider dietary preferences, cultural sensitivities, and accessibility to ensure the event feels welcoming for all. 

5. Remind Employees: The work Christmas do is still work

Social events organised by the company are legally viewed as a continuation of the workplace. Inappropriate behaviour during the party will be addressed as a workplace issue. 

What should organisations do?

Well, as I said, I don’t want to come across as HR killjoy.

If you want to provide a Christmas party then by all means do so, but treat it as an extension of normal working practice. The following tips could help you to create a safer environment for all:

• If you complete annual Bullying and Harassment training as part of your Code of Conduct, think about adding an example of their actions at a social event. This way employees will start to think of social events as an extension of the workplace.
• Remind staff shortly before the event that they are expected to behave as if they were in the office and that normal disciplinary policies stand.
• Encourage people to have a good time but not at the expense of their, or others, Health and Safety.
• Think carefully about whether allowing unlimited alcohol at the event is appropriate.

By taking the above steps, you can demonstrate that you’ve managed the risks appropriately. So now all that remains is to make sure you enjoy your work Christmas do!