The HR-Approved Guide to a Drama-Free Christmas Party

T’is the season to be jolly... or nearly so! That means the annual Christmas parties are about to begin.
But before you dust off the tinsel and your dancing shoes, take a quick look at our checklist below. It’ll help you avoid any after-party surprises that could cause more pain than a regular hangover.

Remember: just because you’re off the clock doesn’t mean you’re off the hook. The Fair Work Commission has made it clear — employers can still be responsible for employee behaviour at work functions. So, let’s make sure your celebration is safe, respectful, and still plenty of fun.

Communication: Set the Tone Early

The best way to prevent problems is to make expectations crystal clear before the party starts. Remind everyone that all workplace policies still apply during work functions. No exceptions. Key policies to revisit include:

Bullying and harassment

Alcohol is sometimes called “truth juice” for a reason. Too much of it can bring old tensions to the surface, fast. Reinforce that inappropriate conduct is never acceptable, even after a few drinks.

Sexual harassment

It shouldn’t need saying, but it does. Inappropriate comments, touching, or so-called “consensual” situations that later sour can all lead to serious consequences.

Social media

Confirm that your harassment and discrimination policies cover online activity. Then remind staff that your social media policy applies at the party, too. No one wants to go viral for the wrong reasons.

When Does the Party Actually End?

Be very clear about the start and end times of your event — and make sure everyone understands that anything after that is not company-sponsored.
We’ve seen too many cases where bad behaviour or injuries after “official hours” still landed the business in hot water because the lines were blurred.

To avoid this:

• Set a clear cut-off time.
• Stop paying for drinks or food once the event is over.
• If possible, move people away from the venue to reinforce that the work-related celebration is done.

Getting Everyone Home Safely

Not every business can afford to shout taxis home for the whole team and that’s okay. But if you’re serving alcohol, choose a venue with easy access to public transport or local ride-share options. A little planning goes a long way in ensuring everyone gets home safely.

Play Smart and Stay Safe

Choose your Christmas event wisely because injuries can and will happen when you least expect it.  Slipping over while dancing, crashing in a go cart, falling off a horse, jumping off a river boat – alcohol doesn’t even have to be present for someone to hurt themselves.  You need to be aware that sometimes injuries sustained at these events will be covered by your worker’s compensation policy and there are a couple of tests that will be applied by the courts:

• Was the injury caused by undertaking an activity that the worker was induced or encouraged by the employer to undertake?
• Was the injury caused by being present at a place that the worked was induced or encourage to be present at by the employer.

Consider possible outcomes based on venue selection and determine whether or not the associated risks are worth it or whether you should consider an alternate option.  Don’t remove options such as go karting or skirmish though if that is what would suit your team – just make sure you choose a reputable venue and manage consumption of alcohol until AFTER the risky physical activity is complete!

Your Christmas Party Survival Checklist

Christmas can be the best time to enjoy a celebration of another big year with your team but it is also a time that can be fraught with issues as emotions are heightened as holidays draw near and alcohol is introduced into the mix.  Taking proactive steps to avoid trouble doesn’t make you a Grinch – it means you care about your team’s mental and physical safety and want to ensure they have a fun time at your event.  Key points to remember when you are getting ready to engage in the merrymaking:

• Clearly communicate company policies regarding behaviour prior to the event making sure they understand their obligations and responsibilities.
• Managers all have obligations to continue being ‘managers’ at work functions so they should conduct themselves accordingly and take any behavioural issue seriously (and act – don’t ignore).
• There should be at least ONE nominated person who remains alcohol free to deal with any issues and this person’s name should be communicated so everyone knows who to see if they have an issue.
• Provide clarity around what time the event ends and any choices thereafter are not supported by the company.
• Check that the selected venue adheres to responsible service of alcohol rules and provide plenty of food.
• Understand that as the employer, you may be held accountable for injuries sustained at the function – this may involve worker’s compensation benefits or common law damages.
• You may need to manage and resolve poor behaviour that has been detrimental to other employees (sexual discrimination, bullying, harassment, assault).  It may seem extreme, but we’ve seen it happen!
• Consider transportation options when selecting your venue or provide vouchers or approval for reimbursement for taxis/Ubers so your team can get home safely.

The Final Word

It is possible to have a memorable, problem-free Christmas party — and we truly hope yours is exactly that!

If you’d like help reviewing your workplace policies, preparing pre-party communications, or managing an incident that’s occurred, the HR Staff n’ Stuff team is here to help.
We’ll make sure your team can celebrate safely — and your business stays off the naughty list.

Need help before your team hits the dance floor?
Call us on 03 9590 0844 or email info@hrstaffnstuff.com.au - our HR boffins are ready to help!