Could your Christmas party cost you?

As businesses across the City of Moreton Bay prepare for end-of-year celebrations, it’s timely to remember Christmas parties remain work-related events and, if poorly managed, can result in workplace complaints, reputational damage and costly legal consequences.

Margaret Goody, Founder and Managing Director of Akyra Strategy & Development, says business owners should approach Christmas parties with the same attention to employee safety, workplace culture and risk management as any other work-related activity.

“One of the biggest misconceptions employers and employees both make is believing workplace rules somehow stop applying once employees leave the workplace.”

While Christmas parties are an opportunity to reward employees and celebrate the year’s achievements, Margaret says holding an event after hours or at an external venue does not necessarily remove an employer’s workplace responsibilities.

Alcohol can increase the potential for inappropriate behaviour, bullying, sexual harassment, discrimination and unsafe conduct, leaving businesses exposed to complaints and potential financial consequences.

For small businesses without dedicated human resources support, managing those consequences can be particularly challenging.

Margaret says employers also need to understand the increasing emphasis on preventing workplace sexual harassment and managing psychosocial risks, rather than simply responding after an incident.

“The focus is no longer simply on responding when something goes wrong. Regulators increasingly expect employers to demonstrate what they did beforehand to reduce the likelihood of harm occurring in the first place.”

That means considering foreseeable risks before the celebrations begin, including alcohol consumption, employee behaviour, venue arrangements and how staff will get home safely.

“The most common mistake employers make is focusing on the venue, menu and entertainment while giving little thought to workplace expectations.”

Margaret recommends reminding employees that workplace standards still apply, reviewing relevant policies, providing food and non-alcoholic drinks, and identifying who will manage any issues during the event.

She also encourages employers to consider employees who do not drink alcohol or have cultural or religious requirements.

Importantly, Margaret says business owners and managers need to lead by example, particularly in social settings where workplace boundaries can become less formal.

A well-managed Christmas party can strengthen relationships, recognise employees and reinforce a positive workplace culture.

But Margaret believes the most important preparation starts with one question every employer should ask before the party begins.

“If an incident occurred tonight and I was asked what steps I took to prevent it, would I have a credible answer?”

Christmas party checklist

Before hosting an end-of-year celebration, Margaret recommends employers consider the following:

• Set expectations: Remind employees that workplace standards still apply and reinforce respectful behaviour.
• Review workplace policies: Check policies covering employee conduct, bullying, discrimination and sexual harassment.
• Choose the right venue: Select an appropriate venue with responsible alcohol service practices.
• Plan food and drinks: Provide substantial food and non-alcoholic options.
• Nominate a contact: Identify who will manage complaints or incidents during the event.
• Consider safe transport: Encourage employees to plan how they will get home safely.
• Brief managers: Make sure business owners and managers understand their responsibilities and lead by example.
• Be inclusive: Consider employees who do not drink alcohol or have cultural or religious requirements.
• Assess existing risks: Review any recent workplace complaints or tensions that could create problems at a social function.

The checklist is designed to help employers plan ahead, reduce foreseeable risks and create a celebration where everyone can enjoy themselves safely.