Don't be 'that' Employer on the Naughty List!

While Christmas is supposed to be a time of joy and peace, the workplace Christmas party has the potential to end up quite the opposite. 

With obligations on employers to manage risks under the Health and Safety at Work Act, the messy prospect of ‘Mistletoe and Wine’ mixed with ‘Eat, Drink and be Merry’ should lead employers to consider introducing some risk-mitigating measures before the workplace Christmas function.  The law requires employers to ensure the health and safety of persons in their workplace so far as reasonably practicable, therefore they have a responsibility to prevent and manage employee risk at work-hosted functions.

That said, being too risk averse (and po-faced) about a Christmas shindig defeats its purpose. A good party rewards staff for hard work, celebrates success and motivates people. It brings employees together in one room, some of whom rarely meet face-to-face.  In many ways, a good Christmas party has never been so important.  As more staff communicate online, hot-desk, work remotely, drive long-haul or are buried in mobile devices all day, the chance to get together in person – even if just once a year at the Christmas party – is valuable.  Done well, it is a useful contributor to office morale and company culture.

Inevitably however, each year on the news media, there will be at least one high-profile case of a Christmas party going wrong with employees becoming intoxicated, leading to inappropriate behaviour, offenses or drink driving.  With planning and good practices in place, employers can make it through their workplace Christmas party without a health and safety hangover in the New Year!

Below are some hot tips for managing risks (but not smothering employees) at the workplace Christmas function:

Venue       

Consider ingenious ways to keep the function in check such as holding the party on a weeknight or in a remote location so it deters people from drinking too much so they can drive.  Beware the combination of an open bar combined with a shiny dance floor because for some folks, this can either end in embarrassment or a safety hazard.

Behavioural Expectations

Employers should be very clear in communications with employees about the behavioural expectations prior to the function of what is appropriate behaviour and what is not to set the right tone.  A message of “look after your mates” can be light but effective.  Setting expectations for the Christmas party up front may be the difference between cheer and catastrophe (such as if it is a dress-up function and Santa makes an appearance – sitting on his knee should not be the primary objective!)  I’m looking at you Rachel in Accounts……!

Host Responsibilities 

If alcohol is being consumed, ensure there is plenty of food available throughout the function for attendees and make sure there is plenty of water / non-alcoholic drinks available in between drinks to keep people hydrated.

Ensure that alcohol is served by trained bar staff (rather than just a free for all).  They should keep an eye on consumption levels and refuse to serve anyone that appears intoxicated – even if  employees do appear charming while under the influence, bumping and grinding on the dancefloor.

Have yourself a (moderately) Merry Christmas

A selection of wines and beers to celebrate a successful year is great – an open bar until 3am might not be such a good idea.  Alcohol reduces brain function and can impair judgment, making accidents or incidents more likely.  Employers shouldn’t encourage overconsumption of alcohol and should ensure employees know before the function that it won’t be tolerated.  Wrapping the boss up in feather boas and being made to dance ‘Gangnam style’ (sooo 2012) or for younger readers ‘Flossing’ (2021) should not be prohibited however, as the entertainment would outweigh the risk!

Transport

While employers are not generally responsible for the safety of employees on their daily commute to work, to ensure the team get home safely - providing taxis, sober drivers or a minibus service to deliver them home will avoid employees being tempted to take unnecessary risks.

Remove the Mistletoe 

Some employees can embrace the Christmas spirit a little too much.  After a few drinks too many, employees may feel it is a good idea to express their true feelings to that special person in their workplace.  Mistletoe is not a drinking employee’s friend and should not make an appearance at the venue at all!

‘Tis the season to be jolly and with some planning and good practices in place, there is no reason why the workplace Christmas party needs to lead any employer or employee to being on the health and safety ‘Naughty list’ this year!