Office party dos and don’ts

While you may have fond memories of previous Christmas parties, there may also be some moments you—or others—might prefer to forget!

The festive season is a great time to bring teams together to celebrate successes and have a good laugh; however, as an employer, you may feel a little apprehensive. The following dos and don’ts will hopefully serve as a good reminder of what to address in advance of the festive season.

Office party dos

1) Be mindful of the new employer duty to take ‘reasonable steps’ to prevent sexual harassment

Before the festivities begin, consider the risk of sexual harassment and update your staff on the new laws introduced this year. Make employees aware of the definition of sexual harassment and the importance of taking steps to prevent it. By addressing potential concerns beforehand, you can comply with updated legislation and reduce the likelihood of incidents.

2) Consider setting expectations regarding limits on alcohol

We’ve all heard the story of the employee who got too drunk at the festive party. Encouraging sensible drinking or limiting the number of free drinks can go a long way in preventing mishaps. With sexual harassment duties in mind, it’s wise to discourage excessive drinking. Additionally, be mindful that some employees may abstain from alcohol for medical or religious reasons. Offer plenty of non-alcoholic options and ensure no one feels pressured to drink. Similarly, accommodate dietary requirements by providing a range of food options to ensure inclusivity.

3) Be considerate of everyone’s differences

Inclusivity matters. Consider adjustments to make everyone feel welcome. Some employees may prefer not to attend or may be more comfortable sitting with specific colleagues. While mixing things up can foster networking, be mindful of individuals who may feel anxious in social settings. For those who don’t wish to attend a large event, consider funding smaller-scale gatherings. Additionally, ensure your plans respect all religions to avoid the risk of discrimination.

4) Be conscious of office gift giving/Secret Santa

If you’re planning a Secret Santa gift exchange, set clear guidelines to make it fun and inclusive. Establish a modest spending limit and ensure gifts are appropriate. Make participation optional to avoid putting pressure on employees who may feel uncomfortable or unable to afford it. Allow employees to opt in by submitting their names. Alternatively, encourage staff to donate to a local charity instead, reducing the risk of inappropriate gifts while fostering a spirit of giving.

5) Consider your internal communications and how employees are invited

Ensure all workers, including those on maternity leave, sick leave, or other absences, are included in invitations and communications about workplace activities. This fosters an inclusive environment and reduces the risk of potential discrimination claims. By proactively involving all employees, your organisation demonstrates fairness and commitment to equal treatment.

Office party don’ts

1) Forget to remind your staff of your expectations regarding the morning after

Clarify in advance whether employees are expected to attend work as usual or if start times will be adjusted. By setting expectations clearly, you can address issues such as lateness or absence in line with your usual policies if necessary.

2) Damage your business’ reputation

Social media is a valuable tool for businesses, but inappropriate posts or photos from the office party can quickly tarnish your brand. Ensure you have a well-considered social media policy that staff have read and understood. This reduces the risk of reputational harm and maintains professionalism.

3) Take any disciplinary action at the party

When alcohol is involved, disciplinary actions should never be taken during the event or by anyone who has been drinking, even if they feel sober. While minor issues may be resolved informally, address serious concerns at a later time. To ensure fairness, have one or two senior managers remain sober throughout the evening and encourage moderation among all senior staff to maintain a professional atmosphere.

4) Forget to discourage drink driving

Actively prioritise employee safety by discouraging drink driving. Offer alternative transportation options, such as providing contact details for local taxi services or organising minibuses to transport employees. These proactive measures significantly reduce risks and demonstrate your commitment to employee well-being.

By following these dos and don’ts, you can help ensure your office party is enjoyable, inclusive, and trouble-free for everyone.