Ah, Christmas party season. That magical time when HR gets nervous, solicitors sharpen their pencils, and someone inevitably ends up dancing to Fairytale of New York on a table.
As a solicitor, I love a good knees-up as much as the next person. But I can’t help seeing the legal risks lurking behind the mistletoe. Call it occupational hazard. So here’s my tongue-in-cheek guide to surviving the office Christmas party — legally speaking.
🍷 The Drinks Flow Faster Than the Policies
Let’s be honest: once the prosecco starts flowing, so does the “banter.” But remember, what feels like a hilarious joke at midnight can look like Exhibit A in a tribunal come January. My advice? If you wouldn’t say it in front of your boss on a Monday morning, don’t say it after three mulled wines.
💃 Dance Floors and Duty of Care
Yes, the Macarena is technically a health & safety risk. No, employers don’t get to shrug it off just because the venue isn’t the office. If someone sprains an ankle doing the worm, there’s still a duty of care. (And yes, I’ve seen it happen. Twice.)
📱 Social Media Shenanigans
The Christmas party photo dump is fun until someone tags the firm in a picture of “Dave” from accounts asleep under the buffet table. Confidentiality breaches aren’t festive. My tip: keep your phone in your pocket and your dignity intact.
🎁 Inclusivity Isn’t Optional
Not everyone celebrates Christmas, not everyone drinks, and not everyone wants to wear a paper crown from a cracker. A truly inclusive party is one where everyone feels welcome — even the person who’s allergic to mince pies.
Christmas parties are meant to be fun, not fodder for litigation. So eat, drink, and be merry — but remember, the law doesn’t take a holiday.
And if you see me at the party, I’ll be the one sipping ginger ale, watching the dance floor like it’s a live case study. 🙂