Research from the CIPD (2024) highlights that social connection and recognition remain essential drivers of employee engagement, wellbeing, and organisational culture. When thoughtfully designed, festive events can strengthen morale and reinforce a sense of belonging across teams. However, celebrations also present risks if not thoughtfully planned. Issues such as inappropriate behaviour, exclusion, safety concerns, or reputational harm can quickly overshadow a well-intentioned event. The challenge for employers is to balance enjoyment with responsibility - creating celebrations that feel inclusive and engaging, while safeguarding employee wellbeing and upholding organisational values. This article outlines some practical suggestions employers should adopt to ensure responsible, people-centred festive celebrations.

Design an Inclusive Celebration for a Diverse Workforce

Festive events should reflect the diversity within your workforce. Not everyone celebrates Christmas, drinks alcohol, or enjoys the same types of social activities, and inclusive planning helps ensure all employees feel welcome. Employers can foster inclusion by:

•    Offering varied food and drink options that consider dietary, cultural, and religious needs
•    Choosing a venue that is accessible and provides quieter areas for those who prefer low-sensory spaces
•    Avoiding activities that could exclude or embarrass individuals, such as drinking challenges or games that rely on physical ability
•    Ensuring invitations extend to all employees - including part-time staff, remote workers and those on sickness absence / family friendly leave
•    Making attendance clearly optional to avoid pressure or discomfort

Embedding inclusion into the planning process demonstrates respect for individual differences and encourages broader participation across the workforce.

Set Clear Expectations and Reinforce Company Values

Employers should take time to communicate that while festive events are an opportunity to relax and enjoy time together, organisational values and expected standards of conduct remain in place. Key actions should include:

•    Sharing a friendly, organisation-wide reminder of expected standards of behaviour
•    Reiterating dignity-at-work principles and the organisation’s commitment to a respectful environment
•    Encouraging leaders to model the tone, respect, and professionalism expected from others
•    Providing guidance in advance on social media expectations, particularly regarding photos or videos taken at the event
•    Ensuring employees understand who to approach if concerns arise during the event

Setting clear expectations signals that the organisation is committed to creating a positive, safe environment where everyone can enjoy the celebration.

Promote Responsible Alcohol Management

Alcohol is often present at festive events, but it is also one of the most common contributors to workplace incidents. Employers can protect both employees and organisational reputation by promoting responsible alcohol use. Considerations include:

•    Providing a wide selection of appealing alcohol-free drinks
•    Reminding employees that drinking is optional and no one should feel pressured to take part
•    Offering food throughout the event to counterbalance alcohol consumption
•    Avoiding unlimited bar tabs and instead using drink tokens or set limits
•    Communicating travel options in advance and encouraging employees to plan safe journeys home
•    Making clear that alcohol-related misconduct will be treated in line with usual workplace standards

A balanced and thoughtful approach to alcohol reduces risk and helps maintain a safe, enjoyable environment for all employees.

Support Managers to Lead with Care and Oversight

Managers have a critical role in maintaining standards, supporting employees, and ensuring a positive atmosphere. Their actions directly influence how others behave. Employers should support managers by:

•    Briefing them before the event on expectations, responsibilities, and escalation routes
•    Encouraging them to be visible, approachable, and proactive throughout the celebration
•    Ensuring they understand that duty of care continues even when events take place off-site or outside working hours
•    Ensuring they understand when to step in immediately for safety reasons and when to follow up formally the next working day
•    Equipping them to recognise early signs of risk - such as excessive drinking, discomfort among colleagues, or potential conflict

When managers are confident and well-prepared, they help create a positive environment and reduce the likelihood of incidents escalating.

Recognise the Party as an Extension of the Workplace - Respond Appropriately to Incidents

Festive celebrations may take place outside the office, outside normal working hours, or in social settings - but employers should remember that workplace responsibilities and liabilities often extend beyond the physical workplace. Employment tribunals have repeatedly found that work-related events, including parties, dinners, and informal gatherings, can fall within the scope of employment. This means employers may still be accountable for employee behaviour, health and safety, and any incidents that occur. Employers can manage this responsibility effectively by:

•    Taking immediate steps to protect safety, including separating individuals, pausing activities, or arranging support for anyone in distress
•    Avoiding on-the-spot decisions, instead following formal HR processes on the next working day to investigate concerns thoroughly, consistently, and fairly
•    Providing wellbeing support to anyone affected, including signposting to internal wellbeing services, EAPs or mental health first aiders
•    Documenting concerns, actions and outcomes carefully, in line with organisational policies and legal requirements
•    Taking any necessary follow-up action, to address concerns, reinforce standards, and prevent future issues

A fair and measured approach to managing incidents strengthens trust and reduces the risk of legal or reputational consequences.

In summary, festive celebrations can be a powerful way to bring people together, reinforce culture and recognise collective effort - but only when approached with intention, care, and structure. Drawing on established best practices and legal guidance, employers can plan events that are inclusive, enjoyable, and safe - giving all employees the chance to celebrate without compromising respect, professionalism or wellbeing.

At AAB, we support organisations to navigate the festive party season responsibly - helping them communicate expectations, manage risk, and respond appropriately should issues arise. With the right approach, employers can ensure celebrations remain positive, respectful, and meaningful for everyone.