The Christmas party season — often viewed as a time for celebration, connection and festive fun — can quickly turn into a headache for HR teams. As the end of the year approaches, organisations across Ireland begin dusting off invites and planning parties, but underneath the tinsel and mince pies lurks a minefield of potential liabilities, complaints, and reputational risks.
In our latest episode of The HR Room Podcast, Mary Cullen, Founder & Managing Director at Insight HR and Dave Corkery, Content & Social Media Lead sat down with Adrian Twomey, Employment Law Expert and Partner at Jacob & Twomey Solicitors, to get real about why Christmas parties are seldom “just a good time.”
🎄 Holiday Cheer vs. HR Risk
At first glance, a Christmas party seems like a harmless perk — a chance for colleagues to unwind. But as Mary and Adrian explain, the workplace doesn’t simply “pause” over the festive season. Once employees gather under the banner of a company-organised event, the boundaries blur.
“A Christmas party isn’t just a social gathering. For many legal and ethical purposes, it is work.”
That means behaviour — respectful or not — outside office walls can carry serious implications. Harassment, injury, drunkenness, inappropriate conduct: all remain within scope of employer liability.
When the Cheer Fades: Real-World Consequences
The pair shared real case-law examples where post-party misconduct led to serious complaints — including harassment, accidents, and claims tied to impaired judgement. The risks don’t vanish simply because the calendar flipped to December.
Organisations can end up dealing with:
-
Employee grievances about dignity and respect at work
-
Legal claims for harassment or injury
-
Reputational damage if incidents leak to social media or press
-
A broken trust culture — especially if managers mishandled the aftermath
And sometimes, the damage begins the next Monday morning — with hungover regrets, uncomfortable conversations, and urgent HR interventions.
Why the “HR Reminder Email” Often Doesn’t Work
It’s common to think a simple “behave-yourselves” email will suffice. But both Mary and Adrian caution against over-relying on this as a preventive measure. In practice:
-
Such emails often come across as perfunctory, even patronising — employees may ignore or resent them.
-
They do little to clarify grey-area boundaries (e.g. how much is “too much” when drinking, or what “casual banter” is permissible).
-
And crucially — because liability doesn’t evaporate after sending a memo — they provide little real protection if incidents occur.
The Critical Role of Managers and Pre-Event Planning
Instead of hoping for goodwill, wise HR teams take proactive steps:
-
Pre-define behavioural expectations in your code of conduct and company culture guidelines
-
Ensure managers lead by example
-
Plan for post-event response: how complaints will be managed, who will investigate, how confidentiality and support will work.
-
Consider non-alcoholic alternatives or different formats — lunch events, early finish / brunch, charity-linked activities — to keep the spirit without the risks.
Is It Time to Rethink the Christmas Party Altogether?
Both guests pointed out a difficult but growing question: in an age of heightened awareness around mental health, inclusion, and dignity at work — is the traditional boozy Christmas party becoming obsolete?
For some organisations, the answer may be yes — especially when the potential fallout outweighs the goodwill. Others may choose to reinvent the format entirely — focusing on connection, recognition, and inclusivity, rather than alcohol and excess.
The Bottom Line
Festive seasons and company Christmas parties can bring joy — but for HR, they also bring responsibility. Without clear planning, leadership and follow-through, a night meant to celebrate can quickly become a legal, reputational or cultural minefield.
If your organisation is planning a Christmas event this year, the time to act is now. Don’t leave it to chance.
Listen to the full episode of The HR Room Podcast with Mary Cullen and Adrian Twomey.
