It’s that time of year again, the silly season is upon us. Every December, without fail, I find myself waiting for the calls. The ones that start with, “Hey Debbie… something’s happened at the Christmas party…”
And nine times out of ten, the story includes two familiar characters: intoxication and sexual harassment.
Work Christmas parties are meant to be fun. They’re a chance to mark the end of a big year, celebrate wins, and let the team relax. But they’re also a workplace event, both legally and practically, and things can go wrong quickly if employers don’t set expectations early and manage the event responsibly.
So, before the first glass of bubbles is poured, here’s how to protect your people, your culture, and your business, while still letting everyone have a great time.
Start With Clear Expectations (and communicate them early)
A friendly reminder of what’s expected goes a long way. This doesn’t have to be a heavy-handed email, just a clear note that the usual workplace policies still apply, even if you’re off-site.
Let employees know:
Behaviour must remain respectful and aligned with your Code of Conduct
Unwanted behaviour will not be tolerated
Drink responsibly - you’ll provide alcohol, but expect mature decision making
Travel arrangements - encourage safe transport choices, and consider providing options such as taxis, rideshare vouchers, a shuttle, or organised transport at the end of the night
People often forget that a Christmas party is a work event. A simple, upbeat reminder helps set the tone.
Manage Alcohol Safely
If alcohol is being served, employers have a duty to keep people safe. Overconsumption is almost always at the root of the calls I get when something untoward has happened at a work Christmas party.
A few easy safeguards include:
Make sure food and non-alcoholic drinks are plentiful
Avoid unlimited bar tabs with shots or high alcohol options
Ensure someone in leadership keeps an eye on the room (not in a policing way, just present and aware)
Have a plan for if someone becomes too intoxicated (quietly arranging transport home, for example)
You don’t need to stop people having fun. You just want to stop the fun from becoming a problem.
Nominate ‘Responsible Hosts’
These don’t have to be security guards or the fun police. Just a few managers who stay relatively sober, keep an eye on the general mood, and step in early if something looks off.
Their role is simple:
Check in on people
Help prevent situations escalating
Support anyone who needs to go home early
Model the behaviour you want to see
Think of them as guardians of the good time.
Be Clear About Start and Finish Times
It sounds small, but setting a clear finish time helps draw a boundary around when the company’s responsibility begins and ends.
Once the official event is over, you can’t easily control what employees choose to do next, so it’s important to be explicit about when the event formally ends.
Have a Solid Plan for the ‘What Ifs’
Even with the best planning, things happen. And when they do, employers need to act fairly and promptly.
If a complaint is made after the party:
Acknowledge it early
Follow a thorough and compliant investigation process
Avoid jumping to conclusions
Maintain confidentiality
Support everyone involved
Christmas parties should never be the reason an employment relationship breaks down, but mishandled issues can cause exactly that.
Don’t Forget to Celebrate!
Amid all the cautionary tales, remember this: Christmas parties are a chance to recognise your people. To say thank you. To connect.
You can have fun and keep everyone safe, the two are not mutually exclusive.
A little planning and a few gentle reminders can save you the stress of a messy Monday morning phone call and will ensure your team heads into the holidays feeling valued, respected, and looked after.
