The Christmas party is a chance to thank employees and celebrate the year. However, business owners must remember that it is also an extension of the workplace.
Workplace standards do not disappear because the event takes place outside normal working hours or alcohol is being served. Your dignity at work policy should continue to apply, and any reported breaches must be taken seriously.
The Common Misunderstanding
Many employers and employees do not recognise the connection between the company and its Christmas party.
Employees may think normal workplace rules no longer apply. Employers may believe that conduct outside the office is entirely the employee’s responsibility.
This can leave managers unsure about when to intervene and employees uncertain about whether they can report inappropriate behaviour.
The solution is to communicate expectations clearly before the event.
Send a Pre-Party Memo
Send all employees a short memo approximately one to two weeks before the party.
The memo should:
- Confirm that the party is a work-related event
- Remind employees to treat colleagues with dignity and respect
- Recirculate the dignity at work policy
- Encourage responsible alcohol consumption
- Explain the safe travel arrangements
- Confirm how employees can report a concern
- State that inappropriate behaviour will be taken seriously
The message should be clear without taking the enjoyment out of the event.
Plan for Alcohol and Safe Travel
Employers should take reasonable steps to reduce foreseeable risks.
Consider:
- Limiting complimentary alcoholic drinks
- Providing food, water and appealing alcohol-free options
- Avoiding drinking games
- Arranging taxis, buses or other safe transport
- Setting a clear finishing time for the official event
Employees should receive the travel information before the party, not at the end of the night.
Brief Your Managers
Managers should understand that they continue to have responsibilities during a company event.
Before the party, brief them on:
- Modelling appropriate behaviour
- Responding to conduct they witness
- Helping an employee who feels uncomfortable or unsafe
- Recording and escalating serious incidents
- Maintaining confidentiality
- Avoiding promises about the outcome of a complaint
Managers should not be expected to monitor every conversation. However, they should not ignore behaviour that is clearly inappropriate.
Responding to a Complaint
If an employee reports inappropriate behaviour during or after the party, treat the matter seriously.
Do not dismiss the complaint by saying that everyone had been drinking or that the incident happened outside working hours.
The employer should:
- Listen without making assumptions
- Check whether immediate support is needed
- Explain the available reporting options
- Follow the dignity at work policy
- Protect confidentiality as far as possible
- Consider temporary workplace measures if necessary
- Keep the employee informed about the next steps
The person accused must also be treated fairly and given an opportunity to respond. A zero-tolerance approach does not remove the need for a fair and impartial process.
A Practical Example
Imagine that a manager makes inappropriate personal comments to an employee at the party and later sends unwanted messages.
The employer should not dismiss the situation because the messages were sent after the event. The connection to the company party must be considered, and the complaint should be managed under the appropriate company procedure.
Alcohol is not an excuse for inappropriate conduct.
A Quick Checklist for Employers
Before the Christmas party:
- Review the dignity at work policy
- Confirm that it covers work-related social events
- Recirculate the policy to employees
- Send a pre-party memo
- Brief managers
- Plan alcohol limits
- Arrange safe travel options
- Confirm the reporting route
- Identify who will manage any incident or complaint
Next Steps – how can ISME help?
The Christmas party is an extension of the workplace and should be respected as such. ISME have prepared a Memo template which can be personalised to share with your workplace.
In addition, our members also have access to our template Corporate Social Events Policy.
ISME Skillnet is available to our members to provide training on the understanding and implementation of the Dignity at Work requirements. Should you be interested in accessing our pre-recorded training or organising a session with one of our training experts, please email our skillnet team at [email protected].
The goal is not to remove the fun from the occasion. It is to create an event where everyone can celebrate safely and respectfully.
This article provides general HR information and is not a substitute for advice on an individual complaint or incident.
