As we move into the winter months, employers across the country are finalising their plans for work Christmas parties and end-of-year celebrations. But is the traditional boozy night out still what employees want, or have times changed? 

Certainly, the modern workplace has changed, and the influence that Gen Z has on workplace culture should not be underestimated. A report from the British Medical Journal (BMJ) showed that UK drinking habits are changing, with 25% of people aged 16 to 24 reporting that they had not had an alcoholic drink in the past year. This was the highest proportion seen across any adult age group, compared with a low of 14% among those aged 55 to 64. 

Yet alcohol-related absence remains an issue

Another report from the Institute for Public Policy Research (IPPR) found that one in three UK workers has called in sick over the past year after drinking with colleagues. The report warns that alcohol-related absence and presenteeism – where staff are physically present at work but not working to their full capacity – pose “a significant threat to the UK’s economic performance”.

This study found that 22% of workers admitted to working while hungover, and 29% said they had witnessed colleagues performing sluggishly the day after drinking. Heavy drinkers were found to be three times more likely to exhibit presenteeism compared with others.

Interestingly, younger staff were significantly more likely than other age groups to call in hungover; 43% of those aged 18 to 24 reported missing work after drinking at a work event. More worryingly, more than one in three said that they had felt pressured to drink at work events to fit in with colleagues or progress professionally.

When sore heads become disciplinary hangovers

After work social events and Christmas parties can be good opportunities to celebrate successes and key achievements. They can also be good for team building. However, there is the potential for things to quickly spiral out of control, especially when the alcohol starts flowing. A tipple or two is usually totally acceptable, but HR teams often find themselves dealing with the fallout when people have one too many. 

It’s not unknown for sore heads to become disciplinary hangovers following a work Christmas party, and HR teams have seen and heard it all. While some inappropriate behaviour, like getting a little too tipsy and throwing up on someone, or having to be taken home, could potentially be managed with a quiet word on Monday morning, other behaviours clearly can’t.  

To make sure the rules don’t go out of the window, it’s important to clearly communicate your expectations for employee conduct, and deal with any inappropriate behaviour through the usual disciplinary process. When reminding employees about appropriate behaviours at the work Christmas party, remember to include respecting their colleagues’ choices. 

The dangers of disrespecting and excluding non-drinkers

Employees who choose not to drink should never feel pressured by their peers or managers. Whether someone doesn’t drink for religious reasons, medical reasons, due to a history of addiction or just because of personal choice, work events are an extension of the workplace, so it’s important for employers to ensure they are inclusive for all staff members. 

Pressuring people to drink or making fun of those who don’t could be seen as bullying or harassment, and that’s not acceptable in any workplace or at any work event. Employees may also feel uncomfortable or excluded if everyone else is drinking.

Consider alternative celebrations, ones that are not centred around alcohol, or provide non-alcoholic options as a way of ensuring everyone feels included. 

Other pointers for your work Christmas party 

Try to arrange work Christmas parties or festive events on an evening when employees don’t have to work the next day, so everyone feels able to enjoy the event, whether they’re drinking or not. And remember, if you are providing alcohol, it is up to you to ensure people consume it responsibly. You could be held liable if anything happens to someone under the influence due to alcohol you have provided. Consider providing one or two drink tokens or having a cap on alcoholic beverages rather than an open bar.

Provide anti-discrimination training as standard across the company, and ensure you communicate all relevant policies, such as your alcohol and drug policy, harassment policies and disciplinary policies, in advance.

Have a responsible person to ensure anyone who has been drinking can get home safely, and make sure employees know that coming to work the next day hungover will not be appropriate. 

When it is believed an employee hasn’t turned up to work due to a hangover, employers may want to quickly take action. Ultimately, any absence should be dealt with through the company’s usual absence management process. 

Have robust procedures that include carrying out return-to-work meetings and highlighting clear trigger points for formal action against frequent absence. This will help deter employees from taking time off sick for hangovers.