As we finish off 2025 - Christmas Party Time – Managing the Risks
Rebecca Ah-Chin-Kow · Posted on: December 4th 2025 · read
For many organisations, the annual Christmas party is a well-earned chance to celebrate the year’s achievements and boost team morale. However, employers should be aware that such events are considered an extension of the workplace under UK law. This means employers can face legal, disciplinary and reputational risks if things go wrong.
Issues commonly arise where alcohol, relaxed social boundaries and work dynamics mix, leading to misconduct, harassment, discrimination or accidents. Courts have repeatedly found employers vicariously liable for employees’ actions at work social events, and even after-party gatherings have sometimes been deemed sufficiently connected to employment to trigger liability.
One of the biggest risk factors at festive events is excessive drinking. Alcohol can lower inhibitions, fuel inappropriate comments or behaviour and exacerbate tensions.
This is often linked to allegations of harassment or discrimination, particularly where behaviour crosses boundaries or individuals feel uncomfortable or unsafe. Employers must also consider inclusivity: an event that revolves around alcohol or assumes participation can unintentionally exclude those who don’t drink, don’t celebrate Christmas, have caring responsibilities or accessibility needs. In addition, employers have a duty of care to ensure the physical safety of their staff, meaning preventable accidents, unsafe transport arrangements or welfare concerns can create further exposure.
Fortunately, employers can take clear steps to mitigate these risks. A simple but highly effective measure is to remind staff beforehand that the Christmas party is a work-related event and that usual standards of behaviour still apply. Reinforcing expectations around respect, conduct and harassment, whilst keeping the tone positive, helps to set boundaries.
Managers should be briefed on their responsibility to model appropriate behaviour, step in early if issues arise and avoid encouraging excessive drinking. Choosing a venue that is accessible, reputable and able to support good safety practices is also important, as is offering non-alcoholic drinks, inclusive food options and entertainment that doesn't revolve solely around alcohol.
Making attendance voluntary and confirming that no one will be disadvantaged for non-attendance helps avoid discrimination concerns. Employers may also wish to manage the availability of alcohol, for example, by limiting bar tabs or using drinks tokens, and ensuring food is served throughout the evening. Providing clear information on transport options, or arranging taxis where possible, not only supports safety but helps demonstrate the organisation’s duty of care.
Finally, should any incidents occur, HR teams should be prepared to handle any post-event complaints promptly, fairly, and in line with established disciplinary procedures.
Christmas parties can and should be enjoyable events that strengthen team dynamics. By taking proactive steps to manage risks and promote an inclusive, respectful atmosphere, employers can ensure that celebrations remain festive rather than problematic and protect both their workforce and their organisation in the process.
If you don’t have a dedicated HR team or lack the required experience to manage conduct disciplinaries in the wake of a Christmas party, HR Solutions can offer guidance, support, templates and training as required.
