The festive season is an excellent opportunity to celebrate the achievements of the past year, strengthen team bonds, and foster a sense of appreciation and camaraderie.
However, as joyful as Christmas parties and socials can be, they also come with potential risks if not managed effectively. Ensuring everyone enjoys themselves in a safe, inclusive environment is key—and this includes addressing sensitive topics such as the prevention of sexual harassment.
Here’s a guide for managers to help you plan and manage Christmas parties responsibly while promoting a culture of respect and professionalism.
Set Expectations Early
Before the party, remind your team that while social events are less formal, workplace policies still apply. A friendly email or team meeting can highlight:
- The importance of mutual respect and appropriate behaviour.
- A reminder that the company’s policies on bullying, harassment, and inclusion remain in effect, even during off-site or after-hours events.
- Encouragement to enjoy responsibly, particularly if alcohol is involved.
This proactive approach sets a positive tone and ensures everyone knows what is expected of them.
Plan Thoughtfully
Organising an inclusive and welcoming event demonstrates that you value all team members. You may want to consider the timing and day of the social to ensure that part-time and homeworking employees can still attend.
When booking a meal, managers should consider choosing a venue that is accessible for all and a menu that can be tailored to suit the various dietary needs. This is to ensure that no one i
s left out of the festive celebration.
Be Mindful of Alcohol
Alcohol can sometimes lead to lapses in judgement or inappropriate behaviour. To minimise risks you should consider whether you need to limit consumption to avoid people becoming drunk. Remember, even at an employer organised social outside the workplace, the employer is responsible for the health and safety and actions of their employees, so limiting alcohol consumption can be a good idea.
Promote Inclusion
Remember that not everyone celebrates Christmas or enjoys large social gatherings. Create an environment where attendance feels optional, not mandatory. You may want to acknowledge different traditions and consider renaming the event to a “Holiday Party” or “End-of-Year Celebration.” As people may not want to attend a drink or a meal, you could also organise something smaller, such as a coffee with Christmas themed cakes at work to ensure that everyone is included.
Address Sexual Harassment Proactively
With the updated legislation in force now, employers must ensure that they have done everything to prevent sexual harassment. The festive setting doesn’t exempt anyone from behaving professionally so to prevent issues, you should make sure your anti-harassment policy is up-to-date and communicated to all employees before the event.
You may also want to remind managers to stay alert during the event and intervene early if they notice concerning behaviour and offer clear reporting channels for anyone who experiences or witnesses inappropriate behaviour, and reinforce that all reports will be taken seriously.
Encourage Responsible Management Presence
Managers play a critical role in modelling appropriate behaviour. While it’s important to enjoy the event, it is important that some managers may refrain from drinking alcohol to ensure they remain vigilant and aware of what is happening at the event, ensuring that they can intervene early when issues arise.
A Festive Reminder
Christmas parties should be a time of celebration, not stress. By setting clear expectations, fostering inclusivity, and taking proactive measures to prevent inappropriate behaviour, managers can create an event that is fun, memorable, and safe for everyone.
