It’s almost Christmas party season and given that it’s the first year in a while that there’s been no threat of a lockdown on the horizon, it’s anticipated that festivities may get a little lively.

And since they may clash with World Cup Games, venues will likely be packed with merrymakers and football fanatics. But it’s important to remember that the Christmas party is an extension of the workplace.

Peninsula’s HR Advice & Consultancy Director Kate Palmer shares her advice on how employers can ensure a drama-free Christmas party – without being a scrooge.

“For the most part, your teams should be trusted to act maturely and respectfully during the evening. But unfortunately, statistics do indicate that when booze is added to the mix, instances of misconduct increase.

“A tipple or two is usually totally acceptable. But one too many and that’s when you might start to run into problems.

“It’s not unknown for emotions to spill over after a few too many drinks, whether that’s a punch-up with an office enemy, declaring love for your work crush or telling your boss exactly what you think of them. HR teams often find themselves dealing with the fallout from verbal or physical confrontations or sexual harassment.

“If employees say something they perhaps shouldn’t have or start dancing on the tables and performing a rendition of “Santa, Baby”, this might be best managed with a quiet word come Monday.

“But inappropriate behaviour that borders on gross misconduct should be managed in line with your disciplinary procedures and investigated. Think fighting or violence, discriminatory behaviour, bullying, theft, damage to property, taking illegal drugs, and sexual harassment – in all these instances, there is often grounds for dismissal.

“And employers should note, not only is the perpetrator personally liable when it comes to committing inappropriate acts, employers can also be found vicariously liable for their employee’s actions. Which could result in paying large fines, negative publicity as well as damage to reputation.

“To avoid dealing with more than just a hangover after your celebrations, it’s in an employer’s best interest to take all reasonable steps to minimise the risk of any wrongdoing at the Christmas party – or any other work event for that matter.

“This could include:

• Communicating what is and isn’t acceptable behaviour before-hand
• Providing drink tokens or a cap on alcoholic beverages
• Pre-booking taxis for the end of the night
• Providing anti-discrimination training
• Communicating to employees all the relevant policies such as alcohol and drugs policies, harassment policies and disciplinary policies
• Working with your PR team to be prepared for any crisis situations
• Making sure your celebrations aren’t centred around alcohol – you may have people who choose not to drink, whether that’s religion, medical reasons, or personal choice. And it’s important to make sure you are not excluding them.”