Keeping it safe at the office Christmas Party

It’s beginning to look a lot like Christmas in the office. The plastic tree, that looks like it’s seen better days, has come out from the stationary cupboard, and you’re stressing over your fifty-something coworker who has no apparent hobbies and whom you’ve spoken to twice because you got them for Secret Santa. And no one will swap with you.

But the other office Christmas tradition is just around the corner, and that’s the fabled office Christmas party. A night of drinking, dancing, and inevitably putting your foot in it when Sarah from HR overhears you complaining about her to your colleagues.

But underneath the veneer of prosecco, tinsel, and reasonably priced gifts, lies a more serious problem. Workplace sexual assault and harassment is a year long problem, but complaints and accusations spike around the festive period – no doubt, linking this spike to the influx of office holiday parties. The inclusion of alcohol at a work function is often cited as an excuse for poor behaviour, as well as colleagues forgetting that these parties are essentially an extension of work, and believing that “anything goes”.

But what counts as sexual harassment? Inclusive Employers explains that this term includes, “sexual comments or jokes, physical behaviour, including unwelcome sexual advances, touching and various forms of sexual assault”.

As an employer, it’s your job to ensure the safety and happiness of your team. As office parties are basically an extension of work, it falls under your jurisdiction. It’s already stressful as is to make sure that the office Christmas party, and indeed any other parties, is a hit, but what are the extra steps you can take to make sure everyone has a fun and safe time? We’re glad you asked. Here’s what you need to keep in mind:

Say it loud, say it clear

While workplaces already have a code of conduct about sexual harassment and unsolicted behaviour, it’s worth repeating it again. In the email invite, it’s good to make clear what behaviour will be and won’t be tolerated, and a gentle reminder that while this is a party, it’s still work.

Happy or unhappy hour?

A decision also needs to be made about how much alcohol (free or otherwise) you want available to your guests/employees. We love free booze as much as the next person, but limiting the amount that’s freely available can curb some behaviour, and put an end to any excuses based on alcohol consumption.

Keep your eyes peeled

On the night, make sure to keep your eyes peeled for any dodgy behaviour. Asking your HR team and any other trusted colleagues to also keep watch can help you relax a little, and ensure that you’ve got your employees’ backs. If possible, try to have a sober chaperone who will be there to deal with any emergencies, and provide support to staff.

After Party

If a problem arises and one employee has an accusation against another, don’t forget to treat the case with the utmost sensitivity. There are plenty of resources online that can help you with the next steps after an employee comes to you with a complaint. This can’t be done alone either, don’t forget to include HR. All employees should feel safe at work, and you need to set up an environment that makes them feel comfortable.

Don’t get me wrong, Christmas parties are fun. It’s a great opportunity to get to know your colleagues, let your hair down, and enjoy some good wine and food that your boss paid for. Just don’t forget to be respectful to your coworkers.

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