Facilitating safe Christmas parties

During work functions employers still have a responsibility to manage risks to the health and safety of their workers. Staff need to clearly understand what behaviour and conduct is acceptable and what the repercussions are if they don’t act appropriately. Reminding people in advance of the workplace policies around acceptable behaviour and conduct is a good starting point. Managers also play an important role in making sure they consider and mitigate potential risks when planning these events, so they run smoothly and people are able to get home safely. 

Whether alcohol is involved or not, staff behavioural expectations should not change. Workplace harassment, bullying and even violence can arise during these functions, with serious consequences for both employers and employees if not handled accordingly. It is quite common for complaints to be made after work functions, especially when photos or comments are posted on social media during or after the event. We would recommend reviewing and communicating your social media policies with your team before the celebrations start to ensure they are refreshed on their expectations as employers and representatives of your practice. 

Keep in mind events should be inclusive, but staff shouldn’t feel pressured to participate in activities or situations they are not comfortable with. Staff shouldn’t be made to feel pressured to drink alcohol, so make sure to have non-alcoholic drinks and food alternatives available. Employers, managers and workers all have a role to play in these events. 

Tips in making the ‘silly season’ a safe season:
•    Choose a venue that is appropriate for planned events
•    Remind staff about workplace policies, including your code of conduct, bullying and sexual harassment policies
•    Review and communicate your social media policy 
•    Serve alcohol responsibly (this includes ensuring no alcohol is served to underage staff, and limiting or denying alcohol to intoxicated staff)
•    Ensure managers and senior staff member set a good example and model appropriate behaviour
•    Provide food and non-alcoholic drinks
•    Set appropriate start and finish times for the function
•    Choose a venue with access to public transport or facilitate safe transport options for staff who have been drinking.

	Workplace Relations Support  Workplace Relations Support provides AMA Queensland members with email and phone support with assistance in understanding legislation requirements and employer obligations. You can contact us via phone (07) 3872 2222 and email support workplacerelations@amaq.com.au.
	Workplace Relations Toolkit Our Workplace Relations Toolkit subscribers receive a social media policy template and respect in the workplace policy with their subscription.
	Workplace Relations Consultancy Our Workplace Relations Consultancy service can review current workplace policies and provide advice on how they should be updated to remain compliant.