Hosting a Safe and Enjoyable Work Christmas Party - What NZ Employers Need to Know
The Christmas party is a highlight for many workplaces - a chance to celebrate wins, thank your team, and bring everyone together before the summer break. But as fun as these events are, they also come with legal responsibilities and people-related risks that employers need to manage proactively.
A well-run function should leave your team feeling valued… not leave you dealing with misconduct issues, health and safety incidents, or personal grievance claims in January. Here’s how to host a great event while meeting your obligations under New Zealand employment law.
1. Understand your legal obligations (yes, they still apply at parties)
Even if your Christmas party is off-site, after hours or informal, it is still considered a work event. This means your obligations under the Health and Safety at Work Act, the Employment Relations Act, and your internal policies all continue to apply.
Key legal points to be aware of:
Duty of care under the Health and Safety at Work Act
You must take reasonably practicable steps to provide a safe environment, including managing risks connected to:
alcohol consumption
travel to and from the event
hazardous venues (e.g. pools, boats, outdoor activities)
heat/sun exposure for outdoor events
unsafe behaviour or potential conflicts
Behaviour at work events = behaviour at work
Misconduct, bullying, harassment or discrimination at the Christmas function can still trigger:
disciplinary processes
personal grievances
reputational damage
health and safety investigations
Make sure your team understands that expected standards of conduct don’t change just because the event is social.
Alcohol management
As the PCBU (Person Conducting a Business or Undertaking), the business has responsibilities around the supply, consumption and monitoring of alcohol.
Examples of reasonably practicable steps include:
providing food and non-alcoholic options
avoiding free-flow or unlimited tabs
designating a sober host or manager
stopping service to visibly intoxicated attendees
Safe transport
Employers can reduce risk by:
arranging taxis or rideshare vouchers
organising carpools
encouraging public transport
discouraging employees from driving after drinking
Good transport options are one of the easiest risk-reducers.
2. Reinforce expectations (without killing the vibe)
A simple reminder before the event goes a long way. Highlight:
standards of behaviour
your harassment and misconduct policies
expectations around alcohol
what to do if someone feels unsafe
Keep it light and positive – think “let’s look after each other” rather than “here’s a list of what not to do.”
3. Set your leaders up to lead
Managers play a huge role in how the night goes. Make sure they:
model safe behaviour
intervene early if someone becomes disruptive
know how to de-escalate issues
understand who to contact if a concern arises
are comfortable shutting down unsafe behaviour respectfully
A couple of level-headed “event anchors” can make all the difference.
4. Plan the practical details (these matter more than you think)
Strong planning prevents January headaches. Consider:
appropriate venue choice (capacity, hazards, accessibility)
dietary needs
sun/weather protection for outdoor events
safe spacing for team activities or games
how long the official event runs (and what happens after)
If employees move on to an after-party, your obligations may still extend if it’s reasonably connected to work. Making it clear when the “official” event wraps up helps reduce grey areas.
5. Have a plan for “the day after”
Most managers worry about the event itself, but issues often surface the next day.
Make sure you have:
a clear escalation path for concerns or complaints
someone available to respond sensitively
an understanding of what warrants a formal process vs a quiet conversation
calm, documented follow-up if needed
Responding promptly and fairly is what keeps you legally protected.
6. Keep wellbeing and inclusion front-of-mind
Not everyone celebrates Christmas. Not everyone drinks. Some staff find social events stressful. And some would rather go home to their families.
A great event considers:
non-alcohol options
activities that aren’t centred on drinking
starting earlier so families aren’t impacted
cultural and religious differences
accessibility needs
The goal is for everyone to feel welcome and safe.
Finally…
Your Christmas party should feel like a thank-you, not a risk. With a bit of planning and clear communication, you can create an event that’s fun, inclusive, safe and legally sound.
If you’d like support reviewing your policies, prepping your manager briefing, or managing a complaint that arises after a function, we’re here to help.
