Keeping Christmas Parties Safe, Fun and Compliant
The end of the year is a great time to celebrate, reflect and thank your team for their hard work. But when the champagne starts flowing, so do your legal responsibilities. Under Australia’s Work Health and Safety (WHS) laws, employers have a duty to take all reasonably practicable steps to protect the health and safety of workers — and that duty doesn’t end when the office door closes.
A Christmas or end-of-year party counts as a work-related event, even if it’s held off-site or outside normal hours. That means your usual workplace policies and conduct standards still apply.
What the law says
Australia’s workplace health and safety laws are based on the Model Work Health and Safety Act — a national framework developed by Safe Work Australia to promote consistent WHS standards across the country. Most states and territories have adopted this legislation (with minor local variations). It outlines the duties of care owed by employers, managers and workers to ensure, so far as is reasonably practicable, the health and safety of all people connected with work — including at work-related events.
Under this framework, a “person conducting a business or undertaking” (PCBU) — such as an employer — has a primary duty of care to provide a safe environment and manage foreseeable risks. This duty extends to off-site and after-hours events where workers are present.
In addition, the Respect@Work reforms have introduced a positive duty on employers to take reasonable and proportionate measures to eliminate sexual harassment, discrimination and related misconduct in connection with work. That includes functions where alcohol is served, even outside the workplace.
Alcohol is a recognised hazard. It can impair judgment, slow reaction times, and increase the risk of injury, harassment or inappropriate behaviour. Employers are expected to take proactive steps to manage these risks.
Key compliance and best-practice tips
A little planning goes a long way to keeping your celebrations safe, inclusive and memorable for the right reasons.
Before the event
- Clarify that it’s a work function: Remind employees that normal workplace standards apply, even off-site and after hours.
- Revisit your policies: Review your Code of Conduct, Equal Opportunity, Bullying and Harassment, and WHS policies — and communicate them to staff ahead of the event.
- Have a Social Functions Policy: If you don’t already have one, now’s the time to introduce a short, practical policy that outlines behavioural expectations, alcohol management, and reporting procedures for work-related events.
During the event
- Nominate a responsible person: Assign someone (or a few people) to keep an eye on safety, behaviour and alcohol service throughout the function.
- Ensure responsible service of alcohol: Choose a venue with RSA-qualified staff, limit the bar tab or hours of service, and provide plenty of non-alcoholic options.
- Serve food early and generously: Substantial catering helps moderate alcohol consumption and keeps energy levels up.
- Check the environment: Ensure the venue is accessible, hazards are identified, and travel options are safe and pre-arranged.
After the event
- Follow up promptly: If any incidents occur, address them fairly and consistently under your HR and disciplinary procedures.
- Debrief with leaders: Reflect on what worked well and note improvements for next year.
A final thought
A well-run celebration builds connection and morale — but it also demonstrates leadership and care. By setting clear expectations, managing risks and leading by example, you can keep your team safe while ensuring everyone enjoys the night.
If you’d like help reviewing your HR, WHS or Social Functions Policy, or support communicating expectations to your staff before your event, Total HRM can help.
We offer practical, people-first advice to help you meet your obligations and protect your team — so you can focus on celebrating the year’s successes.