Christmas is less than 2 months away!

No doubt you are getting organised with your end of year celebrations.  Now, we know that HR has a reputation for being the party poopers and this may be one of those times where we will live up to that reputation.  Rest assured we do like a good Christmas party though and proudly display in this post our photo from Gilligan’s last year – go team HR!  

Christmas parties are one of the riskiest events that a company can run.  However, they can be a source of great bonding and reward for a year of hard work. It’s a matter of weighing up your risk and the outcome and putting some safeguards in place. Irrespective of implementing safeguards, risk assessments and indemnity forms, should an injury occur (physical or psychological), it will still be covered by WorkCover as it is a work event. What you will be answerable to is did you undertake appropriate risk control strategies should there be a WPHS investigation or common law work workcover claim?

We recommend setting the responsibilities and expectations of employees in relation to safety and human resource risks prior to the party. We also recommend you undertake a risk assessment to determine if there are any other specific risks/expectations.  

General tips

• Always have a closing time on the party – and make sure that participants have safe transport home
• Have designated supervisors, who are in control and able to jump in if there are issues
• Limit the amount of alcohol that is provided and ensure that food and non alcoholic drinks are available

Remind your employees that it is a work event and that they are still expected to meet company behaviours and conduct. We recommend that you consider running a toolbox talk around social media and bullying and harassment prior to the party.

You can access our FREE Toolbox Talks on Bullying and Social Media here:

• Bullying Toolbox Talk
• Social Media Toolbox talk