Work Christmas breakup parties and Covid

Before the party
COVID Safe Plan – is a must
Make sure you have HR policies in place that address issues that may occur at a Christmas party, such as harassment (including sexual harassment), work health and safety and responsible provision of alcohol If possible, organise to have the party off-site from your office
Consider having an alcohol-free function
If you are going to serve alcohol, make sure there is a responsible serving policy in place
Make sure responsible managers are aware of relevant policies (alcohol, substance abuse, harassment, etc.)
Appoint responsible managers to supervise and give them clear authority to act if they see inappropriate behaviour
Check that your insurance policies cover the type of function you’re planning – if not, make a decision about whether or not you should go ahead with the function
Send out an all-staff email reminding everyone of their responsibilities at the party, outlining what behaviour is acceptable and not acceptable
Make it clear to staff that post-party activities are on their own time and the company does not endorse any activities that happen after finishing time
On the day/night of the party
Have a clear start and finish time for the party – don’t make the finish time too late
Place time limits on the supply of alcohol
Provide plenty of food and soft drink
Make sure the appointed supervising staff/managers actively prevent excessive drinking and inappropriate behaviour
Use taxis, shuttles, public transport and/or non-drinking drivers to make sure everyone gets home safely after the party
If something goes wrong
If someone gets too intoxicated, send them home safely straight away
If supervising managers are aware of inappropriate behaviour, take immediate steps to stop the behaviour
Follow your relevant policies and procedures carefully
Take disciplinary action in accordance with your discipline and termination policies and procedures
Don’t sweep incidents under the carpet and hope that they go away!