Nov 27, 2023
It’s a busy time of year with lots to do in preparation for end-of-year shutdowns, additional leave, and an increase in customers or requests from clients in the lead-up to the holiday season. With everything going on, it can be easy to simply book a venue and send out the invitations. However, there needs to be careful consideration and planning to ensure it’s a fun and safe event for everyone.
Here are five things to consider when planning your work Christmas party:
Whether you’re hosting a Christmas party on your premises or choosing an off-site venue, you’ll need to conduct a risk assessment. Have a plan to identify, assess, control and review Christmas party hazards before, during and after the event.
Some common Christmas party risk areas include alcohol consumption, transportation to and from the event, employee behaviour, venue accessibility and activities or games happening during the event.
Your employees must also be aware of their responsibilities during festive season events. While a Christmas party is typically a more relaxed environment, it’s still a work event. The usual rules around harassment, discrimination and social media use still apply to ensure everyone has a safe and enjoyable time. Communicate these expectations early with your teams so everyone understands the expectations.
Planning your Christmas party is a good reminder to review relevant workplace policies, such as your code of conduct, drug and alcohol, health and safety, anti-discrimination and harassment, social media, and grievance handling policies.
Revisions to the Sex Discrimination Act at the end of 2022 placed a legal obligation on employers to eliminate sex-based harassment connected with work – including Christmas functions. So, if you haven’t updated your relevant employment policies, now is the time to do so.
It’s your responsibility to ensure you meet your WHS requirements and other legal obligations, such as responsible service of alcohol and accessibility during your Christmas event. Employers have a duty of care to their employees’ health and safety that extends to third-party venues hosting work-related functions.
Consider including vouchers or reimbursement for taxis or public transport in your Christmas party budget. Helping employees safely get to and from the event contributes to a positive workplace culture and overall wellbeing.
Some local councils offer vouchers or subsidies for businesses to help with the cost of providing transport for workplace Christmas parties. Check to see what’s available in your local area and communicate in advance that vouchers or reimbursements will be available, along with party start and end times, so that staff can plan accordingly.
If you plan on having a bar tab or providing drinks, set a clear end time for the tab and include plenty of non-alcoholic options. The rise in zero-alcohol beer and spirits over the last few years coincides with a decline in alcohol consumption, particularly among young adults. This means it’s easier than ever before to serve alcohol-free beverages while still enjoying the festive spirit.
Whether you’re planning a sit-down meal or finger food during the event, it’s important to have enough food to go around. Your venue or caterer will be able to guide you on how much food is needed based on the duration of the party and how many people will be attending.
While there’s a lot to plan and prepare for, end-of-the-year Christmas parties are about having fun. Why not think outside the traditional cocktail party or dinner and incorporate an activity or experience? For any team members who don’t celebrate this time of year, you could provide time in lieu or offer another option so everyone feels included.
It’s also a perfect opportunity to take stock of the year, recognise significant achievements, and set intentions for the year ahead.
These tips aren’t just good for Christmas parties, keep them handy for any work functions you have throughout the year.
Contact our team to discover how you can have a fun, safe holiday season on 1800 868 254 or set up a meeting.
Guides to help you uncover human resource insights, and make the right changes to improve team delight.
Amelie is our Marketing Lead and currently studying for a B.A. in Business and Visual Arts. She brings her visual arts skills and eye for colour and detail to our graphics and design for the business.
Amelie uses her skills as a digital native in our Marketing team and works across our social media channels. Amelie provides administrative support and assists the recruitment team in finding great candidates.
Sarah joins the team at Total HRM following her time in a regional real estate company, most recently in HR. She brings a solid understanding of the unique dynamics and challenges within small and medium-sized businesses.
Prior to real estate, Sarah worked in the airline industry, providing her with excellent skills in customer service and how to remain calm in a crisis.
Known for her positive energy, Sarah approaches her role with enthusiasm and a genuine desire to support and uplift those she works with. With her experience in HR and recruitment, Sarah is committed to fostering a culture of inclusivity, professional growth, and employee well-being. Her ability to connect with people and create a positive work atmosphere contributes to the overall success of teams and the business as a whole.
Ashly is one of our most experienced HR Business Partners with over 20 years of experience in manufacturing and hospitality, both local and overseas, ranging from large multinational companies to small family-owned operations. Throughout his career, Ashly regularly led teams with over 30 employees while continually growing the business and aligning business strategies with employee capabilities.
Ashly has qualifications in Applied Management and Human Resources and a strong leadership and people management background. Ashly combines his experience with his qualifications to develop great workplace cultures while delivering practical support.
As our Business Services Manager, David keeps everything that is Total HRM ticking along – from overseeing administration and finance functions, liaising with clients and suppliers, to IT troubleshooting and keeping everyone on track to deliver effective customer service to all our clients.
In a business landscape of ‘information overload’, Kim’s pragmatic approach simplifies the ever-changing HR trends and legislation to obtain meaningful and maximum benefits for her clients.
Kim is well known for her ability to understand the ‘real’ issues within businesses and to provide solutions for sustained business growth.
Kim has over 20 years of experience in human resources and 15 years of business consulting experience, and she holds post-graduate Business and Human Resource qualifications.
She has vast and varied experience in senior consulting roles across varying disciplines and HR management positions within retail, manufacturing and professional service sectors.
Linda is the Managing Director of Total HRM and has worked for over twenty five years in business and consulting, including executive and senior management roles. She has worked here and overseas in numerous industries, including mining, energy and government. Her experience in areas such as production, strategic planning, finance, OHS/WHS, and lecturing in Human Resources Management at La Trobe University provides her with a unique blend of business and HR capability.
Linda has led comprehensive organisational restructures and implemented programs to improve the effectiveness of businesses with clear alignment between individuals’ contributions and organisational outcomes. She works with various local boards and executive teams in the region. She is a Certified Professional Member of the Australian Human Resources Institute.