Office Christmas Party season – a time when businesses come together to celebrate the year that was and look forward to the year ahead.

It’s also a time when, often with plenty of alcohol available, people can say things they wouldn’t normally say, or to act in ways they wouldn’t normally act.

This can present potential risk for employers, as you are legally responsible for your employees conduct in the course of their employment - not only in their regular work environment, but also at work-related events such as the work Christmas party.

So whether you’re entertaining clients or hosting the office Christmas party there are some obvious do’s and don’ts we want to share.
 

Christmas Party Do’s and Don’ts:

Do’s:

• Leading up to the Christmas party, remind staff that it’s a work event and that responsible and respectful behaviour (in line with the appropriate policies and procedures) is required by all attendees, including partners;
• Ensure staff are reminded and aware of the relevant workplace policies (workplace health and safety, anti-discrimination, sexual harassment and social media), and that they continue to apply for the Christmas party;
• Consequently, ensure that staff are reminded that their failure to follow the relevant policies and procedures, or any reasonable and lawful direction, during the event may be used as a basis for disciplinary action, which may include termination;
• Explicitly advise staff of when the party starts and finishes and that any extra celebrations after the designated finishing time is at their own initiative and is not endorsed by the employer;
• If the event is themed, ensure staff are reminded to dress appropriately;
• Ensure that the function venue has been appropriately assessed for any risk and/or safety issues. This also includes ensuring that the guests are adequately fed to assist with the effects of alcohol;
• If alcohol is being served at the event, organise travel arrangements, such as taxi, bus or other public transport, or provide other viable options for employees to get home safely;
• Ensure employees don’t drink too much. This can be done by designating a “responsible person” to monitor the party, setting a fixed bar tab for the night and making sure food is available. Ensure that those serving alcohol adhere to the Responsible Service of Alcohol obligations; and
• If your workplace celebrates the giving of Secret Santa or Kris Kringle presents, remind staff that the gifts should not be offensive and be appropriate in nature.

Don’ts:

• Drink to excess; this can include implementing an unlimited bar tab, drinking games or going ‘drink-for-drink’ with a colleague;
• Knowingly allow alcohol to be served to intoxicated or underage employees;
• Knowingly allow an intoxicated employee or spouse to drive home;
• Dismiss any post-party complaint or issue. Each potential matter needs to be dealt with effectively and in line with your company’s dispute resolution process;
• If there is something in particular that should be taken from these do’s and don’ts, it is that employers should plan ahead, take precautions and be prepared for anything; and
• Ensure that employees are aware of their boundaries and are made aware that even though it's a relaxed format, it's still a work function and management will be watching closely to make sure everyone is behaving themselves appropriately.

By providing a safe environment for staff to relax in and monitoring the situation accordingly, employers and employees alike can enjoy their Christmas party like they’re supposed to – with fun and in relaxed surrounds. Our message is not about taking the fun out of Christmas. It's about ensuring everyone understands the risks of alcohol and inappropriate behaviour, and that you’re having a safe and enjoyable end to your year or celebration in good fashion, not looking for a new job, new staff – or worse, in court.

If you have any further questions or to ensure your workplace is compliant, please contact our Business Advice Hotline on (08) 8300 0000.