Navigating The Workplace Christmas Party

The Workplace Christmas Party is a proud tradition in many Australian workplaces, providing an opportunity for employees to relax, celebrate their achievements, and let’s face it – let their hair down. Inevitably though, like most Christmas parties, it is likely that alcohol will be consumed. This increases your risk from an OH&S perspective whilst your obliged to provide a safe working environment throughout the duration of the event.

Each January the Fair Work Commission reports a significant spike in applications, why? The Workplace Christmas Party of course. And, Whilst Alcohol consumption in Australia has reached its lowest point since the early 1960s, overindulging on Alcohol is still one of the leading contributing factors in most cases.

For businesses without HR or a general grasp of workplace legislation, organising these events can be a rewarding but challenging assignment. It is however essential to be aware of your responsibilities to ensure a safe but fun experience for everyone involved.

The Workplace Christmas Party

Before delving into your responsibilities and precautions (and without scaring you out of having a party at all!), it is important to recognise that a Workplace Christmas Party should be a source of fun and celebration. They offer a chance for employees to unwind, strengthen bonds, and reflect on the year’s successes. While the landscape has evolved, it is crucial to emphasise that we are not trying to deter businesses from hosting Christmas parties. Instead, it aims to guide businesses in navigating the changing dynamics to ensure a positive and safe event for all.

The Key to a Safe Workplace Christmas Party

To ensure a successful Workplace Christmas party, businesses should consider the following guidelines:

• Clear Communication: Communication is key. Start by clearly communicating event details, expectations, and guidelines (policies and procedures) to all employees. Use emails, announcements, to ensure everyone is aware of the party’s, time, venue, and any special instructions guidelines. Your company policies will carry with you to the Christmas party, wherever it is.
• Responsible Alcohol Consumption: Encourage responsible alcohol consumption. Consider limiting the amount of alcohol available or providing alternative beverages. Arrange for designated drivers or transportation options for those who may overindulge.
• Addressing Misconduct: businesses may not have HR staff on-site, but it’s crucial to address issues related to workplace harassment and inappropriate behaviour promptly. Designate a responsible point of contact, such as a manager or supervisor, to handle such incidents.
• Fostering a Fun Atmosphere: Employers can foster a fun atmosphere while upholding workplace standards and values. Encourage employees to participate in organising the party to create a sense of ownership and inclusivity.

Ensure Occupational Health and Safety is considered a priority to a safe and enjoyable party, regardless of business size, or the party setting.

• Venue Safety: Ensure that the party venue adheres to safety standards. Businesses partnering with established event venues can help mitigate potential safety concerns, as these venues often have experience in hosting corporate events, or security.
• Risk Assessments: Conduct risk assessments, even if you lack an in-house HR department. Identify potential hazards, plan for contingencies, and communicate emergency procedures to all attendees.

The Evolving Landscape of Legislation

Recent reforms and changes in the legal framework related to sexual harassment and discrimination apply to businesses of all sizes, no matter how many employees you have, our obligations are all the same. Businesses should be aware of the legal considerations and potential liabilities associated with their Workplace Christmas Party:

• Vicarious Liability: Understand the concept of vicarious liability, where employers can be held responsible for their employees’ actions, even during social events. Appoint a responsible point of contact, such as a manager, to oversee the event and address any issues promptly.
• Duty of Care: Businesses also have a duty of care to provide a safe working environment, which extends to work-related social events. This responsibility underscores the importance of proactive planning and risk mitigation.
• Mitigating Risks: Implement policies and procedures to prevent and address issues like sexual harassment and misconduct. Consider seeking legal guidance or consulting with external HR professionals to ensure compliance with recent reforms and legal requirements. Most importantly, make sure employees are informed and aware of these policies with refresher training.

The Workplace Christmas party should be celebrated and enjoyed, fostering a sense of unity and celebration among employees.

By proactively addressing potential issues, communicating effectively, complying with recent legislative changes, and fulfilling your duty of care, businesses can ensure a safe and enjoyable event that strengthens workplace relationships and minimises legal risks.

Contact us to understand your businesses obligations.