As the festive season approaches, many organisations are planning their annual office celebrations, a welcome chance to reward teams and build morale. But for employers and HR professionals, it’s also a time to be mindful of employment law obligations and staff wellbeing.
While most parties go smoothly, misunderstandings, misconduct, or inappropriate behaviour at work-related events can create legal and reputational risks. Here’s what to consider before, during, and after the celebrations.
- Remember: It’s Still a Work Event
Even when held off-site or outside normal working hours, office parties are generally considered an extension of the workplace.
That means employers can be held vicariously liable for the actions of employees, including harassment, discrimination, or violence.
Key takeaway: Remind employees that the event is a work function and that policies on conduct, equality, and dignity at work still apply.
- Set Expectations Clearly
Before the event, it’s helpful to send a friendly reminder outlining:
- Expected standards of behaviour
- The company’s stance on alcohol consumption
- Respect for colleagues and guests
- Guidance on social media use and confidentiality
This isn’t about being heavy-handed, it’s about protecting both staff and the business.
- Alcohol and Inclusivity
Encourage responsible drinking and make sure there are non-alcoholic options available.
Also, consider colleagues who don’t drink for religious, cultural, or personal reasons and ensure everyone feels included in the celebration.
If alcohol is being served freely, employers should consider providing food and safe transport options home.
- Harassment and Misconduct
Many harassment complaints following Christmas parties stem from blurred boundaries once the formal work environment disappears.
Employers have a duty of care to take reasonable steps to prevent harassment and failing to address it promptly can lead to serious consequences.
Practical tip: Remind managers to stay observant during events and follow up on any concerns quickly and discreetly.
- The Morning After
If employees fail to attend work or are late following the event, handle the situation consistently and fairly.
Consider the culture you want to maintain; a degree of flexibility may be appropriate, but repeated misconduct should be dealt with in line with company policy.
- Wellbeing and Inclusion
The festive season can be difficult for some employees, particularly those experiencing stress, financial pressure, or personal challenges.
This is a good time to promote wellbeing initiatives and remind teams of any Employee Assistance Programmes (EAPs) or mental health resources available.
- A Chance to Celebrate Success
Handled well, the office party is a great opportunity to recognise achievement, reinforce culture, and bring teams together.
By taking a few simple steps to manage risk, employers can ensure the celebrations are positive, inclusive, and memorable for the right reasons.
Need Guidance?
If you’d like advice on managing staff conduct, updating workplace policies, or handling a specific issue, our Employment Team can help.
Contact Jonathan Insley, Partner, or any member of the Ellisons Employment Law team.
