Enjoy the Festivities – A Guide for Employers

The festive season is a great opportunity for employers to thank their teams, celebrate achievements, and boost morale. The annual Christmas party or end-of-year get-together can be a real highlight, but it also comes with risks that employers shouldn’t overlook.

From alcohol-fuelled arguments and inappropriate behaviour to damaging social media posts or absenteeism the next day, employers are legally responsible for staff conduct at work-related events. Failing to set expectations can turn a celebration into a costly problem.

Why Employers Should Be Prepared

Even though most work events go smoothly, incidents can and do happen. These may include:

• Arguments or fights after too much alcohol.

• Harassment complaints (verbal, physical, or online).

• Damage to property or reputational harm.

• Social media misuse, such as discriminatory posts or sharing photos without consent.

Employers can be held vicariously liable for misconduct at a company event if it is deemed to fall within the “course of employment.” In other words, your Christmas party isn’t just a social – it’s an extension of the workplace.

How to Set Expectations Beforehand

A little preparation goes a long way to keeping celebrations fun and trouble-free. Employers should:

• Send a reminder email: Outline the dress code, expected standards of behaviour, and a reminder that misconduct may lead to disciplinary action.

• Highlight your social media policy: Make it clear that posting photos, videos, or comments about colleagues without permission is not acceptable.

• Include everyone: Think about accessibility, dietary needs, and ensure invitations extend to those on leave (e.g. maternity, paternity, or sickness).

• Set the tone: Reinforce that employees are ambassadors for the company, especially at client-hosted events. Poor behaviour at a client party could damage relationships and business opportunities.

• Think about alcohol: Providing endless free drinks may encourage excess. Instead, consider drink tokens, a limited bar tab, or offering plenty of soft drink alternatives.

• Plan safe transport: Depending on budget and location, consider arranging taxis or group transport to get staff home safely.

• Nominate responsible managers: Having a few leaders quietly keeping an eye on things can help de-escalate problems early and ensure any issues are handled discreetly.

If Something Goes Wrong

Even with the best preparation, incidents can occur. Employers should:

• Address minor issues quickly: A quiet word at the time can prevent escalation.

• Handle serious matters in office hours: Don’t try to run an investigation during the party – instead, follow your normal disciplinary or grievance process back at work.

• Be alert to harassment risks: Sexual harassment can range from inappropriate jokes to unwanted physical contact. Employers have a duty to take any complaints seriously.

• Remember liability doesn’t stop at midnight: Case law shows harassment on the way home from a work event can still be linked to the party itself.

How Kirby HR Consultancy Can Help

Your Christmas party should be about celebrating success, not dealing with fallout in January. By setting expectations clearly, reminding employees of their responsibilities, and having managers on hand to monitor, you can protect both your people and your business – while still ensuring everyone has a great time.

Need a template email for staff before the Christmas party or a Social Media Policy review? Kirby HR can provide practical, ready-to-use documents to keep your celebrations safe, inclusive, and stress-free.

07889 053608✉️ [Insert email link]🔗 [Insert contact form link]