Work Christmas parties: golden rules for employers and employees to celebrate safely

Workplace Christmas parties and other festive functions are a highlight for many employees, but they also carry risks that both employers and employees should be aware of. With thoughtful preparation and shared responsibility these events can remain safe, inclusive and memorable for all.

Why awareness matters

Work functions are legally considered an extension of the workplace. This means that inappropriate behaviour, harassment or discrimination at a Christmas party can expose employers to liability and employees to disciplinary action.

Safety incidents, alcohol related accidents and offensive comments or behaviour are more likely in a party atmosphere, and the consequences can extend beyond the event itself.

Importantly, employers now have a positive duty to actively prevent workplace sex discrimination and harassment, not just respond after it occurs. Employees also play a role in upholding respectful conduct and looking out for one another.

Key risks to keep in mind

• Harassment and discrimination: inappropriate jokes, unwanted advances or offensive remarks can breach workplace policies and the law.

• Alcohol related negligence: serving drinks to already alcohol-impaired employees or failing to arrange safe transport can lead to liability.

• Physical safety concerns: slips, trips or accidents at the venue as well as risks when travelling home.

• Third party claims: guests, venue staff or members of the public may be affected by employee behaviour.

• Extended liability: Social club events or external functions attended in the course of employment can carry the same risks as internal parties.

What employers should do

• Set clear expectations: update policies to cover social functions and send a pre-event memo reminding staff of their obligations.

• Educate and train: reinforce standards of behaviour through training or briefings. Make sure employees understand that inappropriate conduct will not be tolerated.

• Choose venues wisely: ensure the venue provides responsible service of alcohol, is accessible and ideally close to public transport.

• Manage food and drink: provide sufficient food and non-alcoholic options. Consider limiting alcohol service and ensuring senior staff monitor behaviour.

• Plan for safe transport: budget for taxi vouchers, ride‑share options or organised transport pools to help employees get home safely.

What employees should do

• Know the policies: employees should familiarise themselves with workplace codes of conduct and understand that they apply at work functions.

• Respect boundaries: avoid jokes, comments or behaviour that could offend or harass others. Remember that what feels light‑hearted to one person may be hurtful or offensive to another.

• Drink responsibly: if alcohol is served, consume it in moderation. Take advantage of non-alcoholic options and don’t drive if you plan to drink.

• Look out for colleagues: encourage safe behaviour, step in if you see someone at risk and support peers in getting home safely.

Key takeaways

• Work Christmas functions are an extension of the workplace. Codes of conduct, policies and safety and other legal obligations continue to apply.

• Employers must take proactive steps to minimise risks, while employees must uphold respectful behaviour and make safe choices.

• With clear expectations, responsible planning and mutual respect, employers and employees alike can ensure that celebrations are remembered for the right reasons.