2026 is flying by and it is time to start looking at and preparing for work Christmas parties! It is essential to plan early to give employees plenty of notice and ensure venues and catering can be booked.
As a work party is an extension of the workplace itself, employers have the responsibility to ensure that such celebrations are conducted appropriately and do not breach workplace policies. Employees still need to have the expectation that they need to act to the professional standards of the company.
Here are some guidelines to planning a successful workplace Christmas party:
Organise early
Now is the time to lock in a date, venue, and catering.
For small companies, you may send out a survey to gather what the preferred date of the event is and may even give the option for employees to suggest where they would like to go. And remember, it may not be possible to get everyone available for the same date, so majority rules!
For larger organisations, the best approach may be for management to decide on a date and venue and notify employees as soon as possible to maximise attendance.
Either way, providing your employees ample notice of the event is a great start and will save the company a lot of stress rather leaving the organising of it until the last minute when venues are already booked out.
Review company policies
Remember, Christmas parties are an extension of the workplace. Employees still need to act appropriately, uphold company values and follow company policies.
Prior to the event, it is encouraged to ensure company policies are up to date. It is also wise to re-circulate the relevant policies around to your team such as Respectful Workplace Behaviours to serve as a reminder of the expected standards.
Establish clear start and finish times
Establishing clear start and finish times of the Christmas party is important from a compliance perspective. Once the event has concluded, any subsequent celebrations employees may engage in are then occurring outside of the organised work event. As Christmas parties remain a legal extension of the workplace, hard finish times showcase when employer responsibility ends.
Additionally, providing clear start and finish times is considerate for those who may have young children. This will allow such employees to organise childcare for the duration of the event so that they can attend.
Provide transport options
If alcohol is present at the event, it is worth considering providing transport options for employees to reduce the risk of drink driving.
You may consider organising a minibus to transport employees to and from an agreed meeting point, such as the office location, or to and from key pick up / drop off locations.
Manage alcohol
As mentioned, alcohol may be present at your work Christmas party.
If this is the case, you need to ensure that the service of it adheres to relevant legislation and complies with Responsible Service of Alcohol (RSA) guidelines.
Additionally, you need to consider those who may not be interested in drinking and provide plenty of other non-alcoholic options.
Encourage your team to attend and be responsible
Too often drama happens at a work Christmas party that quickly becomes regrettable. This is where company policies come in handy but as management, you also have a role to play in setting the tone and boosting morale for the event.
The work Christmas party should not be looked at as an obligatory checklist event to attend. Instead, as leaders you should actively encourage your team to attend, express your enthusiasm for it, and remind them it is a well-earned opportunity to wind down and celebrate the year with their colleagues.
If you would like support on organising a Christmas party and best practices, contact us via the link below.