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Christmas parties are a hotbed of entertainment for HR consultants to write their memoirs on ‘the stupid things people do’, so here are some top tips to avoid earning a starring role.

If you spend nearly 2,000 hours per year in the company of the same people, gripes, niggles and sometimes out-and-out conflict can be inevitable. Adding ‘truth serum’ (aka alcohol) to that recipe can often bring those tensions out in the worst possible way. The effect can be compounded by employees who decide that, since the boss is paying, they had better drink as much as possible. So, here’s how you minimise the risk of red faces (and worse), come January.

• Provide food and make sure it’s available from early on in the party. If food doesn’t come out until people are three or four drinks in, the damage is already done.
• Limit the amount of alcohol being provided by the company – a bottomless supply is risky (and expensive).
• Limit the timeframe of the party. If anyone wants to continue the party beyond that, fine, but it’s their choice and at a location of their choosing – not in your workplace or the party venue.
• Do you lay on transport? From the viewpoint of preventing drink-driving, this is a good idea. However, for some, not having this worry will increase their alcohol consumption.
• Consider themes and activities. Not everyone will want an alcohol-based party and some may feel ostracised if they’re non-drinkers.

Season’s treatings

Money or generic vouchers are the easy answer for a Christmas gift, but it can quickly add up if you have a large team. So, it’s worth thinking about other ways to convey your appreciation that won’t break the bank. Simple gestures can go a long way – consider writing personalised thank you cards or giving homemade treats or other simple festive tokens. Even a public acknowledgement of the team’s hard work during the year at a team meeting can make people feel valued. These low-cost ideas not only boost morale but also help foster a sense of belonging.

End-of-year lethargy

The sun is shining, it is warming up and thoughts are turning to the Christmas holidays for many of us. With the end-of-year lethargy probably already upon us, how do we keep the team motivated to stay on top of its game?

• Keep the pressure on, as per BAU (business as usual); ie. don’t accept the ‘nobody is making buying decisions at this time of year’ excuse. Keep staff focused on getting a head start on 2026 by making bookings for the new year.
• If things are getting quiet, look at projects they can get ticked off, many of which might have been on the back burner for months. Focus on how great it will be once these are done, so they don’t have to work around it anymore.
• Give some additional paid leave (eg. for Christmas shopping, attending school prizegivings, recovering after yet another party, etc). We all have additional time pressures at this time of year, but managing planned absences is far easier than managing unplanned sickies.

Christmas isn’t for everyone

Remember, not everyone celebrates Christmas and this time of year can mean different things to different people. To be considerate, consider using language such as ‘end-of-year celebration’ or ‘holiday-season gathering’ instead of focusing solely on Christmas. Offer staff the option to opt out of festivities without pressure or awkwardness and be mindful of diverse dietary requirements and cultural sensitivities when planning events or gifts. Creating a respectful and inclusive environment ensures everyone feels appreciated, regardless of how – or whether – they celebrate at this time of year.

And last, but by no means least, don’t forget to give 14 days’ notice of any Christmas shutdown. The HRtoolkit template letter can be found here.

Lisa Mackay is the founder and managing director of HRtoolkit. Contact Lisa for any staff queries on 021 741 544 or 0800 HRtool (0800 47 8665).