Know your responsibilities
Under Australian workplace law, employers must take reasonable steps to keep people safe and free from harassment, even at social events.
You still have a duty of care for your employees at a work function. That means you’re responsible for managing risks around alcohol, behaviour, transport and venue safety. Read how Your leadership matters – keep your workers safe this holiday season from the Australian Human Rights Commission
Sexual harassment, bullying and discrimination rules apply anywhere work behaviours take place, including Christmas functions. Read more from the Fair Work Ombudsman about what’s considered harassment at work
Simple steps that reduce risk
Set expectations early
Send a friendly reminder that the party is a workplace event, and your code of conduct still applies. Keep the language warm and normal, people usually appreciate reminders.
Make sure the invite clearly states the start and finish time
This can help draw a line for when the party no longer the employer’s responsibility, should it be needed.
Keep alcohol in check
Pick a space that’s safe, easy to access and manages alcohol responsibly. Let staff know when the official work function ends to limit after-party risk.
You don’t need to be the fun police, but a few basics go a long way:
- offer good food and plenty of non-alcoholic options
- avoid unlimited drink tabs with hard spirits
- have at least one senior person stay sober to supervise quietly
Want a smooth, drama-free party? Keep everyone fed, watered and steady.
Make attendance optional
Not everyone celebrates Christmas. Not everyone wants to socialise after hours. A voluntary approach shows respect and protects cultural and personal boundaries.
Plan safe travel
Give people information about public transport, rideshare pickup points, taxi codes or consider organising a shuttle. Under WHS, anything reasonably practicable helps demonstrate you’ve met your duty of care.
Ask how people are getting home safety
What to do after the party
If something concerning happens, manage it promptly and consistently.
Remind staff they can report anything concerning through your normal channels.
A quick debrief with leadership can be really useful to see what worked, what didn’t, and how you can improve next year.
Wrap up
A Christmas party should be enjoyable for both employers and employees. When expectations are clear, alcohol is managed sensibly and everyone feels safe and included, everyone should have a great night.
If you’re not sure whether your policies cover work functions, Capital Hr can guide you.
