Work-related social events from Christmas parties to team drinks may feel like downtime, but legally they remain part of the workplace. This means your organisation’s duty of care continues, and you can be held responsible if inappropriate behaviour (harassment, bullying, discrimination, aggression) happens at or after those events.

Common Risks at Work Events

Social gatherings bring people together in a more relaxed setting, which can blur boundaries. Key risks include:

• Alcohol lowering inhibitions, increasing risk of misconduct.

• Power-imbalances or colleagues who don’t regularly interact.

• Lack of structure, moving the event beyond the “official” time, for example, into follow-up drinks.

Preparing Ahead: Policies, Communication & Inclusive Planning

Develop a Clear Conduct Policy

Create a “Behaviour at Social Events” policy (or extend your existing code of conduct) so everyone knows what’s expected.

Communicate Expectations Gently & Clearly

Before the event, send friendly reminders about respectful behaviour, moderation with alcohol, inclusion and the fact that professional standards still apply.

Plan Inclusively & Thoughtfully

Make the event accessible and welcoming – consider dietary needs, non-drinkers, accessibility and the overall environment.

Role of Leadership & Managerial Oversight

Managers should be briefed ahead of time: no performance reviews or grievance discussions during social events and they should model professional behaviour.

Sometimes it helps to assign a senior person as a “quiet monitor” – not policing the fun, but ready to step in if things escalate. Rotating this oversight role helps maintain balance.

Managing Alcohol & Promoting Safe Celebration

Alcohol is often part of celebrations, but it’s also a common catalyst for incidents.

You don’t need to ban alcohol altogether, but consider measures like:

• offering limited or token-based drinks rather than free open bars

• ensuring non-alcoholic options are available

• encouraging safe travel home (taxis, designated drivers)

Thinking Beyond the Party: Aftercare & Accountability

Even once the “official” event ends, any follow-on activities (like drinks somewhere else) can still be viewed as connected to work. It helps to remind staff that participation is voluntary and that conduct standards continue. Encourage safe transport and remind everyone of expectations. If any issues arise, treat them seriously: investigate properly, gather statements, follow your disciplinary policy and keep thorough records.

When Done Well, Social Events Can Strengthen Culture

When employers plan thoughtfully, communicate clearly, and provide appropriate guardrails, work social events can be safe, inclusive and positive. They become opportunities for connection and for strengthening trust, belonging and company culture.

Don’t leave your next team event to chance. Book a call and ensure your policies, communication and planning are fully aligned and risk-ready – get in touch with the Haus of HR team today.