Work Christmas Parties – How to Celebrate Safely and Responsibly
Christmas is a magical and happy time of year for many, and a work Christmas party offers the chance to spend time with colleagues in a more relaxed setting. However, the mix of a festive atmosphere and alcohol can sometimes lead to inappropriate behaviour that impacts employee wellbeing or the company’s reputation.
Consider Everyone’s Comfort
Not all employees will feel comfortable attending an alcohol-fuelled event. For some, this can trigger anxiety or negatively affect their mental health. Others may choose not to attend for religious reasons. It’s important that attendance is optional and that no employee feels pressured to take part.
Keep the Conversation Professional
Workplace topics like salary, performance reviews or promotions should never be discussed at a Christmas party. Senior managers, in particular, should lead by example and uphold professional standards.
Watch Out for Gossip and Reputational Risk
Parties can sometimes lead to gossip or situations that harm employee relationships or workplace culture. Employers should be mindful of how post-party chatter can affect team dynamics.
Employers Can Be Held Responsible
Even if a party is off-site, it can still be seen as an extension of the workplace. Employers may be vicariously liable for employee misconduct if the actions are closely connected to their job. This means any mistreatment or inappropriate behaviour at a party can result in legal or disciplinary consequences.
Handling Inappropriate Behaviour
If an employee behaves inappropriately, they should be asked to leave the event. A meeting should be arranged for the next working day to address their conduct formally and fairly.
Have Clear Policies in Place
Employers should implement and communicate clear behaviour policies ahead of the party. These should include expected conduct and the consequences of breaching those expectations. Reminding employees of the rules in advance can help prevent incidents and strengthen disciplinary outcomes if needed.
Alcohol, Drugs, and Disciplinary Risk
Employees may face investigation or disciplinary action if they are suspected of being under the influence or engaging in misconduct during the event.
Watch Out for Legal Risks
Christmas parties come with risks including harassment, misconduct, absenteeism, religious discrimination, and even potential unfair dismissal claims. Employers should prepare and plan to minimise these issues.
Drink Driving After the Party
Aside from the obvious advice—don’t drink and drive—employers can support safe choices by organising transport or offering accommodation near the venue. Remind employees to plan their journey home in advance if they intend to drink.
Dealing with Absenteeism
If your party is held midweek, be aware of the risk of no-shows the next day. Employers should remind staff of their obligations to be fit for work and punctual. If employees are late or absent without authorisation, and if the employment contract allows, deductions from pay may be made.
Striking the Right Balance
Christmas parties should be enjoyable, but they must be approached with the right mix of celebration and accountability. By reminding employees of your expectations and having consistent policies in place, you can help ensure the event is festive and drama-free.
If you require any advice on your employment matters, please contact our Employment Law team on 01604 936512 / 01908 953674 or email [email protected].
Written by Sara Marshall
Associate Partner, Employment Law at Franklins Solicitors LLP
Specialises in settlement agreements, unfair dismissal, redundancy, discrimination (sex, race, disability, sexual orientation), employment tribunal claims, maternity and paternity rights, flexible working, equal pay, bullying, victimisation, and restrictive covenants.
Sara Marshall is an experienced Employment Law Solicitor at Franklins Solicitors LLP, qualified since 2009 with over 27 years of experience. She is a member of the Employment Lawyers Association and advises both employers and employees on a wide range of contentious and non-contentious employment matters.
Sara specialises in settlement agreements, unfair dismissal, redundancy, discrimination, employment tribunal claims, and workplace policies. Known for her practical advice and supportive approach, she helps clients navigate complex employment issues with confidence.
Outside of work, Sara enjoys running, spending time with her family, and walking their dog, Bailey.
