Work Christmas parties are a great way to recognise your team and celebrate the year, but it’s important to remember that they’re still work events, which means your usual HR obligations apply. With the right planning, employers can avoid common pitfalls and ensure the event stays safe, inclusive and enjoyable for everyone.
1. Share Expectations and Policies Before the Party
Even though it may be after hours or off-site, a work Christmas party is legally considered a workplace activity.
- Send a short pre-event reminder confirming that it’s still a workplace activity.
- Re-share key policies, including:
- Code of Conduct
- Bullying, Harassment and Discrimination Policy.
- Drug and Alcohol Policy.
- Social Media Policy.
- Prevention of Sexual Harassment
- Clarify that misconduct may lead to disciplinary action even if it happens off-site or after hours. A short, friendly pre-event reminder goes a long way in setting expectations.
2. Set Responsible Boundaries For the Event
To prevent issues, employers should:
- Define the official start and finish times of the event.
- Clearly communicate that any socialising after the finish time is not company-endorsed.
- Ensure managers and supervisors avoid hosting or paying for extended drinks, as this may blur liability.
This is a simple step that significantly reduces risk and makes it easier to manage any post-event concerns.
3. Promoting a Safe and Respectful Environment at the event
Christmas parties can bring out relaxed attitudes and sometimes poor behaviour. Employers should reinforce that:
- Harassment (including sexual harassment and sex-based harassment) is unlawful.
- Make sure everyone feels included and safe.
- Behaviour must remain respectful and inclusive.
- Supervisors should stay approachable and lead by example.
- Remind staff to use social media responsibly when posting photos.
Employers must proactively prevent harmful behaviours, not simply respond afterwards.
4. After the Event: Handling Concerns or Incidents
If an incident does occur:
- Address concerns promptly.
- Follow your internal procedures for investigations, confidentiality and documentation.
- Provide support or EAP options where appropriate.
- Seek expert advice if necessary.
- Debrief internally after the event to identify what worked well and what could be improved next year.
A Well-Run Party Protects Your People and Your Business
A great Christmas function is one where everyone feels safe, respected, and appreciated. With good planning and a clear understanding of HR obligations you can enjoy the celebration without the post-party headaches.
Be sure to check out episode 23 of Let’s Chat HR & Safety – Let’s Chat Work Christmas Parties, where Marisa and Danielle unwrap everything employers need to know before the office end-of-year celebrations.
At ProcessWorx, we are committed to helping businesses strengthen their HR compliance. If you’d like to learn how ProcessWorx can assist with Human Resources or Work Health & Safety, please contact us on 08 9316 9896 or enquiries@processworx.com.au. Also watch an Introduction to ProcessWorx.
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