A workplace Christmas party is a fantastic way to celebrate your team’s achievements and strengthen workplace relationships. However, HR obligations don’t stop when the office doors close. Employers must ensure that the event is conducted within the framework of workplace policies and standards to prevent issues such as misconduct or discrimination.
Key HR Obligations for Employers
1. Review Workplace Policies
Before the event, ensure that workplace policies explicitly cover work-related social gatherings. These policies should address:
- Drug and alcohol policy
- Equal opportunity policy (including sexual and racial harassment and discrimination)
- Bullying policy
- Social media policy
- Code of conduct
Policies should reflect the standards expected at all work-related events, not just within the workplace.
2. Communicate Expectations Clearly
Distribute relevant policies to employees well ahead of the party. Reinforce that the Christmas party is an extension of the workplace, and all rules still apply. Reminders closer to the event date help solidify expectations. Having a refresher on the behaviour that is expected of them is also helpful.
3. Set Boundaries for the Event
Establish clear boundaries, including a defined end time for the event, to prevent situations escalating during or after the party. Clearly communicate that any unofficial “after parties” are not company-endorsed.
4. Secret Santa and Gift Guidelines
If the event includes a gift exchange, encourage employees to keep gifts workplace appropriate. Gifts should adhere to inclusivity principles and avoid any potentially offensive or inappropriate themes.
5. Manage Alcohol Responsibly
Ensure alcohol is served by RSA-certified staff. Limit excessive consumption by providing substantial food options throughout the event. Pay close attention to employees under 18, ensuring they are not served alcohol.
6. Assign Supervisors
Designate members of the management team to monitor the event. Supervisors should be prepared to address inappropriate behaviour, offer assistance to intoxicated employees, and ensure safe transport options are available.
Post-Event Responsibilities
1. Handling Complaints or Incidents
Even with thorough preparation, incidents may arise. Employers should:
- Address complaints promptly and ensure the process is transparent and impartial.
- Investigate allegations following company policies, keeping thorough documentation.
- If required, suspend employees involved in serious incidents pending the investigation outcome.
2. Providing Support to Employees
Offer access to counselling or other support services for employees affected by misconduct or other incidents at the event.
A well-organised Christmas party creates opportunities for team bonding and demonstrates appreciation for employees. By carefully planning and adhering to HR obligations, employers can ensure the event remains safe, inclusive, and enjoyable.
If you have queries about anything above and want advice personalised to your business, contact us on (08) 9316 9896, or email enquiries@processworx.com.au
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