The Christmas party season is fast approaching and for many businesses, it’s the perfect opportunity to celebrate the year’s achievements, thank your team, and strengthen relationships outside the office.

But as the decorations go up and the drinks start flowing, it’s important for employers to remember that good planning goes hand in hand with good fun.

With the introduction of the Worker Protection (Amendment of Equality Act 2010) Act 2023, employers now have a proactive duty to take reasonable steps to prevent sexual harassment in the workplace, and that duty extends to any work-related social events.

So, how can you make sure your work Christmas party is enjoyable, inclusive, and compliant?

Here are some simple but effective steps to help you celebrate safely this season.

1. Set Expectations Before the Party

A friendly pre-event email can go a long way. Remind employees that, while the Christmas party is a social event, it’s still considered a work function — meaning your company’s conduct and dignity policies still apply.

You don’t need to be heavy-handed about it. A light, good-humoured message that encourages everyone to relax, have fun, and be respectful helps set the right tone without dampening the festive spirit.

2. Encourage Responsible Drinking

Free-flowing alcohol can sometimes lead to inappropriate behaviour or uncomfortable situations. Consider offering a set number of drink tokens, ensuring plenty of non-alcoholic alternatives, and providing food throughout the event.

If you’re hosting an open bar, make sure managers or organisers are keeping a friendly eye on things; not to police the party, but to step in early if something starts to go awry.

3. Keep It Inclusive

Not everyone celebrates Christmas, drinks alcohol, or enjoys loud evening events. Aim to make your celebration as inclusive as possible; perhaps a festive lunch instead of a late-night party, or an alternative social activity that everyone can enjoy.

A thoughtful approach ensures no one feels left out, and it reinforces your culture of respect and inclusion.

4. Brief Your Managers

Managers play an important role in setting the tone and handling any issues that arise. Before the event, take a few minutes to remind them of their responsibilities - to lead by example, be approachable, and act quickly if they spot potential problems.

They don’t need to be on high alert all evening, but they should feel confident about what to do if someone raises a concern or if behaviour crosses the line.

5. Follow Up Afterwards

After the party, check in with your team. A short message thanking everyone for making it a great night can reinforce positive culture.

If any concerns are raised, ensure they’re handled promptly, fairly, and in line with your HR policies. Taking issues seriously, even those that arise in a “social” context, shows that your organisation is committed to maintaining a safe and respectful workplace for everyone.

Final Thoughts

A well-planned Christmas party is a fantastic way to celebrate your team and close out the year on a high note. By setting expectations, encouraging inclusion, and reminding everyone of your workplace values, you can make sure your event is memorable for all the right reasons.

And if you’re unsure whether your current policies, training, or practices meet the new proactive obligations under the Worker Protection Act, now is the perfect time for an HR check-up.

At Siarah People Solutions, we help small and medium-sized finance businesses stay compliant and confident in their HR practices so you can focus on what really matters: your people.  Get in touch to see how we can support your business.

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