The Christmas work party: what HR needs you to know

Updated: 6th November 2025

With the festive season just around the corner, the hustle and bustle of Christmas preparations are well underway. As we deck the halls and plan family gatherings, one event looms large on the professional calendar – the Christmas work party.

While it is meant to be a time of festive cheer and camaraderie, the mix of high spirits and free-flowing alcohol can sometimes lead to HR headaches. If you are organising this year’s soirée, fear not! We have created a comprehensive guide to ensure your office Christmas work party goes off without a hitch.

Setting the tone: Behaviour and alcohol policies

First things first, it is crucial to set clear guidelines for behaviour. Remind your staff that the Christmas work party is an extension of the workplace, meaning all company codes of conduct apply. Emphasise that any breach of conduct could lead to formal disciplinary actions.

Exercise caution when it comes to an open bar’s tempting allure. While it is generous to provide free drinks, offering a variety of non-alcoholic options is equally important. Consider using drink tokens to monitor alcohol consumption and prevent excessive indulgence.

Harassment

One topic which comes up time and time again regarding the Christmas work party is conduct and sexual harassment, which can be both verbal and physical. This can even include commenting on someone’s clothing or appearance.

Given the presence of alcohol and the misconception that the party does not count as ‘work’, some people can forget themselves and, at times, behave highly inappropriately. This is particularly pertinent if tensions that have been simmering during the year finally come to the fore, with inhibitions lowered because of alcohol.

The separation between work and non-work will be yet more marked if the party is held at an external venue rather than the company premises. Therefore, it would be a good idea for the employer to set out well ahead of time to all employees that the Christmas work party is indeed an extension of the workplace, regardless of where it is held.

This would require conduct to be kept the same as it would be in the workplace. Employers should put out a clear reminder of what is and is not acceptable behaviour, as well as consequences that could occur, such as disciplinary action, potentially leading to dismissal for the most serious of offences.

Introduced in October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 places a legal obligation on employers to take ‘reasonable steps’ to prevent their employees from experiencing sexual harassment.

Under the Act, an Employment Tribunal can increase compensation awards for sexual harassment claims by up to 25% if it finds:

• Sexual harassment has taken place
• The employer failed to take reasonable steps to prevent sexual harassment

You should refer to your risk assessment on preventing sexual harassment in the workplace before considering the amount of alcohol provided to employees by the company. If you do not have a risk assessment in place, contact the Sapphire HR Support Helpdesk and speak with an advisor.

Social media etiquette

In today’s digital age, social media can turn festivities into a PR nightmare if not managed properly. Establish firm guidelines about what can and cannot be shared online. You could even encourage using a specific event hashtag, allowing you to monitor shared content

Politely request the removal of any inappropriate posts that could harm the company’s reputation, which is also an excellent opportunity to remind everyone of the company’s social media policy.

Entertainment: inclusivity matters

When planning entertainment, think about inclusivity. Consider the diverse backgrounds and beliefs of your employees. For example, if you opt for a casino-themed night, be mindful of employees who might abstain from gambling for religious reasons. Choose activities that cater to a broad audience, ensuring everyone can participate comfortably.

It is also worth remembering that inclusivity extends beyond religion. Be mindful of accessibility needs, dietary restrictions, and neurodiversity. Loud music, flashing lights, or alcohol-heavy activities may not suit everyone, so provide quiet zones, varied menu options, and alternative entertainment. A truly inclusive event will make every employee feel welcomed and respected, regardless of their background or preferences.

Policy updates and legal awareness

The festive period is a perfect time to review your HR policies and make sure they’re up to date. Policies covering conduct, equality and diversity, alcohol use, and social media should be clearly communicated before the event.

Doing so not only sets expectations but also demonstrates that you’ve taken reasonable steps to prevent inappropriate behaviour, which is crucial from a legal standpoint.

Managers should be briefed on how to handle any issues that arise on the night. If something happens, it should be documented, reported, and dealt with in line with company policy. A calm, consistent response helps protect both your employees and the organisation.

Being proactive about policy awareness also helps to build trust. When employees know their wellbeing and safety are being prioritised, it encourages them to relax and enjoy the evening in the right spirit.

Attendance and inclusivity

Not every employee celebrates Christmas, and that’s absolutely fine. Attendance at the Christmas work party should always be voluntary, and nobody should feel pressured to join in. Making this clear avoids potential feelings of exclusion or discomfort.

Inclusivity also means recognising that one size doesn’t fit all. While a Christmas party might be the highlight of the year for some, others may prefer alternative celebrations. Consider organising different types of recognition events throughout the year, from team lunches to charity days, so everyone feels included in their own way.

A flexible, people-first approach helps ensure that celebrations bring your team together rather than leaving anyone on the sidelines.

Managing absences

The holiday season often sees a spike in absenteeism. To counter this and manage absences, some companies schedule their parties on Fridays, providing employees a weekend to recuperate. If your event falls on a weekday, be transparent about expectations for the following workday. Consider flexible work hours or a later start time to accommodate those who might need a bit of extra rest.

You might also want to remind staff of your sickness absence procedures and reporting requirements before the event to set clear expectations. By combining flexibility with accountability, you can maintain professionalism without dampening the festive spirit.

Top tips for success

• Provide explicit guidelines on expected behaviour, emphasising the professional nature of the event.
• Encourage attendees to plan their journeys home in advance, perhaps even arranging pre-booked taxis for their convenience.
• Ensure a range of beverages, including non-alcoholic options, to cater to all preferences.
• Reiterate the rules about social media usage during and after the event.
• Choose activities that are inclusive and respectful of diverse cultural and religious backgrounds.
• Make it known that attendance is optional, understanding that personal beliefs or prior commitments might prevent some employees from attending.

By following these guidelines, you can steer your Christmas work party through the potential minefield of festive celebrations. With clear communication, thoughtful planning, and respect for diversity, you can ensure a joyful, safe, and inclusive event for all.

Here’s to a successful and harmonious holiday season – and if you’d like expert support in managing your people policies or preparing for the festive period, get in touch with the Sapphire HR team today.