Christmas Functions – Key Risks & How to Manage Them
As we head into the festive season, Christmas parties and end-of-year celebrations are a great way to recognise our team and wrap up a busy year. However, this period also brings unique HR and compliance challenges. To ensure a safe and enjoyable celebration for everyone, here are the key things to look out for when hosting or attending Christmas functions.
1. Remind Staff of Behaviour Expectations
The Christmas function is still a work-related event. All workplace policies—including those on behaviour, discrimination, bullying, harassment, and social media—continue to apply.
A short reminder email before the event sets clear expectations and reduces the risk of issues arising.
2. Alcohol Management
Most Christmas-party incidents stem from alcohol.
Best practices include:
- Ensuring responsible service of alcohol
- Offering plenty of food and non-alcoholic options
- Avoiding unlimited drink tabs
- Supervising the crowd and stepping in early if behaviour becomes concerning
3. Preventing Sexual Harassment
With new Respect@Work positive duty obligations, employers must take active steps to prevent sexual harassment.
This means:
- Reinforcing expected standards
- Ensuring managers are trained to identify and address inappropriate behaviour
- Providing clear reporting pathways
4. Safety and Transport
Duty of care extends to work functions. To minimise risk:
- Communicate designated start/finish times
- Consider providing taxi or ride-share options
- Remind staff not to drink and drive
5. Social Media Awareness
Photos or comments shared online can quickly turn into HR issues.
Remind employees to:
- Seek consent before posting photos of colleagues
- Avoid inappropriate or offensive content
- Follow your social media policy
6. Inclusive & Respectful Celebrations
Christmas should feel welcoming for everyone.
Check for:
- Dietary needs
- Accessibility requirements
- Cultural sensitivities
- Non-alcoholic drink options
Inclusivity helps ensure all staff feel comfortable participating.
7. Incident Reporting & Follow-Up
If an issue occurs:
- Address it promptly and fairly
- Document all steps
- Follow standard investigation or disciplinary processes
Ignoring problems because “it’s the Christmas party” can expose the organisation to significant risk.
8. Briefing Managers
Managers should know:
- Their responsibilities during the event
- How to de-escalate situations
- How to model appropriate behaviour
- What to do if misconduct occurs
A prepared leadership team is your strongest protection.
Final Message
With the right planning, communication and supervision, Christmas celebrations can be safe, inclusive and enjoyable for all. HR plays a vital role in setting the tone and helping the organisation meet its legal and ethical responsibilities during this high-risk period.