As the festive season approaches, planning a work Christmas party is a wonderful way to show appreciation to your workers and celebrate the year’s achievements. However, such events require careful planning to ensure they remain fun and safe, while meeting your duty of care obligations.
At AHR, “The Workplace Problem Solvers!”, we specialise in helping small to medium businesses navigate workplace challenges, including hosting events that reflect your organisation’s values and comply with workplace laws.
Here’s our guide to ensuring your Christmas party is a success while avoiding unnecessary risks.
1. Choose the Right Venue
Your choice of venue sets the tone for the event. The Fair Work Commission has emphasised the importance of choosing a venue that aligns with workplace expectations and values. Avoid locations known for heavy drinking or inappropriate behaviour, as they may inadvertently encourage undesirable conduct. Opt for settings that promote inclusivity and professionalism, such as restaurants, function halls, or outdoor spaces.
2. Set Clear Expectations in Invitations
Communicate the event’s details and expectations upfront. Include the following in the invitation:
– The start and end times of the event.
– A statement discouraging after-parties and clarifying that the organisation assumes no liability for post-event activities.
– A reminder about appropriate workplace behaviour, including respect for others.
3. Address Relationships and Behaviour Risks
Workplace parties are a common setting for personal relationships to develop, but it’s essential to remind attendees that workplace policies still apply. Include a reminder that all workers are expected to behave professionally and respectfully, even in a social setting.
Inappropriate conduct, including unwanted advances, overly familiar behaviour, or sexual harassment, is unacceptable and could result in disciplinary action. Employers must also be aware that they can be held vicariously liable for incidents of harassment that occur at work-related events. Setting clear behavioural expectations reduces the risk of misunderstandings or claims.
4. Consider an Alcohol-Free Event
An alcohol-free event is a great way to foster inclusivity and reduce risks. However, if alcohol is served:
– Implement a one-drink policy, using drink tickets to manage consumption.
– Provide plenty of non-alcoholic options, such as mocktails or soft drinks.
– Consider offering free soft drinks to designated drivers as a thank-you for ensuring others get home safely.
5. Plan for Safe Transport
If an attendee becomes intoxicated, it’s your duty of care to ensure their safety. Offer to cover the cost of a taxi or rideshare for workers without a designated driver. This gesture not only protects your workers but also reflects your commitment to safety.
6. Manage the Event Responsibly
Appoint a representative or manager to oversee the event and address any issues that may arise. They should be prepared to intervene if behaviour becomes inappropriate or unsafe.
7. Follow Up After the Party
After the event, check in with your workers to ensure they enjoyed themselves and to address any concerns that may have arisen. This reinforces your organisation’s commitment to fostering a positive workplace culture.
Why Duty of Care Matters
The Fair Work Commission has highlighted that businesses must take reasonable steps to plan workplace events thoughtfully. Poor planning, such as inappropriate venue choice, excessive alcohol consumption, or failing to address behaviour risks, can lead to costly complaints or liability issues.
Let AHR Help You Plan a Safe and Compliant Christmas Party
At AHR, we’re here to help you navigate these challenges. From drafting invitations and workplace policies to providing expert advice on event planning, we’ll ensure your celebration reflects your organisation’s values and keeps everyone safe.
Contact us today to discuss how to make your Christmas party a stress-free success.
AHR – The Workplace Problem Solvers!
