Employers have a responsibility to ensure that those attending work Christmas parties don’t wake up with the hangover they will never forget, through exercising poor judgement while socialising. This is not about the fun police, it is simply protecting people's health, safety and well-being, and even their job.

Before the event:

• Make employees aware of your expectations of their behaviour
• Advise them of their employment relationship obligations
• Arrange for food to be available and transport to get employees home safely

Often alcohol-fueled behaviour can degenerate past what is acceptable, resulting in serious breaches of an individual's employment agreement and other employment legislation. Alcohol is often named or blamed as the cause behind assaults, sexual harassment, offensive behaviour, the decision to drive drunk or other poor judgements. 

Employers must also be mindful of their own behaviour which, if deemed unacceptable, could result in serious consequences.

Remember, regardless of whether your party is held at work or outside work, when there is a link between the alleged misconduct and the work environment, that is all that matters. Employers are obligated to investigate any formal complaint received. The outcome could include a sanction of dismissal for serious misconduct.

Employers and employees alike should look out for one another to ensure that unacceptable behaviour does not spoil the party. Christmas should be fun – let’s keep it that way.

If you need any advice, contact your usual Baker Tilly Staples Rodway advisor before the party, rather than being ill-prepared and requiring a Disprin for your hangover later.