Christmas parties: fun with boundaries
A work Christmas party may take place off-site and outside normal hours, but it is still considered a work-related event. This means that employee behaviour can fall under your organisation’s disciplinary and grievance procedures, even if it happens at a hired venue, bar or restaurant.
Top tips:
- Remind staff of expected standards of conduct before the event – a friendly email is enough.
- If your organisation has a Work Social Events Policy, now is the time to re-circulate it.
- Encourage employees to drink responsibly and be mindful of colleagues' comfort and boundaries.
Harassment complaints must be taken seriously
If an allegation of sexual harassment arises after a work social event, employers have a legal duty to investigate, even if the individual initially says they do not want to take the matter further. A sensitive, confidential conversation can help establish what support the employee needs and how to proceed safely.
Alcohol and next-day attendance
It can be easy for the festivities to spill into the next morning. Remind employees that:
- They must be fit for work when they arrive for their shift.
- Your organisation’s alcohol and substance misuse policy still applies post-party.
- Safety-critical roles may require additional caution after consuming alcohol.
Inclusive celebrations
Not everyone celebrates in the same way, and Christmas events should feel welcoming to all. Consider:
- Providing non-alcoholic options and activities for those who do not or cannot drink.
- Offering quieter, low-sensory alternatives for neurodiverse employees or those who find busy environments overwhelming.
- Being mindful of cultural and religious differences - participation should always be optional, never pressured.
Prepare for the January recruitment rush
The “New year, new job” mindset often means January brings an influx of applicants and increased turnover. December is a great time to:
- Review recruitment processes and job descriptions.
- Ensure hiring managers are aligned on workforce needs for the new year.
- Plan onboarding activities so you’re not rushing in the first weeks of January.
Adverse weather planning
Snow, ice and travel disruption can hit unexpectedly. If you don’t already have one, consider introducing an adverse weather policy to clarify:
- Expectations for attendance and remote-working arrangements.
- How pay and leave will be managed if travel becomes unsafe.
- Communication procedures for closures or emergency changes to working patterns.
Managing winter absence
Colds, flu and winter bugs are inevitable. To reduce disruption:
- Re-share your absence management procedures, including when employees should report in sick.
- Encourage good hygiene practices and remind staff of any available flu jab schemes or wellbeing resources.
- Train managers to handle absence consistently and fairly during peak illness season.
Before we wrap up
A little preparation can go a long way in helping organisations enjoy the festive season without unnecessary challenges. Clear communication, inclusive planning and up-to-date policies are the keys to keeping your teams safe, supported and ready for the year ahead.
If you have any queries, then please do not hesitate to get in touch on 01302 341344 or by emailing hrsupport@thecleargroup.com.
