Christmas Parties - Bah Humbug
Posted on November 28, 2025
Work Christmas parties and social events can be a great way to relax at the end of a hard year and get to know your colleagues.
However, they can also be the time when employment lawyers take a deep breath and await the conga line of claims and complaints to hit our desks.
So that you don’t end up on the wrong side of the naughty and nice list, we have some timely reminders.
This isn’t work – or is it?
Ok, so Christmas parties can be hard work – not just for the organising group but also for the attendees.
And just because we are celebrating doesn’t mean the event is not ‘work’ or connected to employment.
If the event is paid for by the employer, and/or employees are expected or required to attend, then you are likely considered to be at work.
Who is responsible?
In short – everyone has responsibilities at the festive function.
The employer’s health and safety obligations remain. Employers also have a positive duty to take reasonable and proportionate measures to eliminate (as far as possible) sexual harassment, sex based harassment and hostile work environments.
Employees should demonstrate the same standard of behaviour expected of them in the workplace on any usual work day.
What are the risks?
In addition to the health and safety and sexual harassment risks (which cannot be overstated), other risks include:
- Injuries, accidents and illness – at the event and when travelling home from the function
- Reputational damage – for the employer and also the employees
- Complaints from third parties – clients, venues and members of the public
So what should we do?
Let’s start with a plan.
Employers should be across all details of the event and not leave it to the social club to arrange.
Some key considerations are:
- A defined start and end time for the event and clear communication that any post event partying/kick-ons are not part of the event.
- The food to be provided – enough so that people don’t go hungry or partake in a liquid diet, and appropriate for dietary and cultural requirements.
- Easy access to non-alcoholic drinks.
- The supply of alcohol. Is it an open bar or monitored and who has been designated to do the monitoring?
- The dress code. Guidance to employees on what to wear reduces the risk of someone turning up in offensive and/or inappropriate clothing.
- A clear plan for how people will get home after the event. For events away from the workplace, will there be a bus provided to take employees back to work? Are cab charges available so that employees get home safely?
It’s not only the employer’s Christmas show that needs some forethought. If employees are invited to client events, a prior discussion about the requirements and expectations for attendance helps mitigate potential risks.
So, we have a problem. What now?
If issues arise, the first priority is ensuring the safety of the parties concerned.
Complaints and concerns should be addressed promptly, thoroughly and fairly. Employers who witness inappropriate behaviour need to deal with it, and not just if a complaint is made.
While it may be difficult to obtain witness statements if the business is shutting down for a break, resources should be prioritised to gather the facts as soon as possible. Employees taking leave is not a reason to truncate an investigation or decide it’s all too hard and do nothing.
Need assistance?
Please contact our workplace relations team if you require any advice or assistance with navigating work Christmas events.
Wishing you a safe and responsibly merry festive season.
