Work Christmas parties: the dangers of drug and alcohol use
With the Christmas party season fast approaching, employers face the challenge of maintaining a balance between fostering a lively, enjoyable atmosphere and ensuring the safety and wellbeing of their staff. The annual party is a great way to reward staff and boost morale, but if not managed carefully, social occasions can present risks for both employers and employees.
One of the key concerns during these events is the potential misuse of alcohol and drugs. This can lead to behavioural and safety issues during parties, as well as alcohol-induced absences afterwards. Driving under the influence can be a concern, and employers have a duty of care during staff parties in the same way they do during regular working hours.
Employers in the manufacturing and construction industries are most likely to remind staff about their drug and alcohol policy before their Christmas party, according to a report by the Chartered Institute of Personnel and Development (CIPD). Ensuring your policy is up to date and crucially, adhered, to is paramount in any industry. A clear and well-communicated drug and alcohol policy is key to helping staff understand the fine line between having a good time and acting unprofessionally.
Below, we explore some effective strategies for controlling staff alcohol and drug use during the Christmas party season, to foster a responsible and enjoyable environment for all.
1. Begin with your drug and alcohol policy
The foundation of any effective control measure is a clear and comprehensive policy, in this case addressing alcohol and drug use. Your policy should outline the company’s expectations, rules, and consequences for employees. This should be part of every new employee’s orientation package, but it’s also a good idea to remind all staff of the policy in advance of your Christmas party.
The policy should cover aspects such as the acceptable limit of alcohol consumption, consequences for violating the policy, and the importance of maintaining professional conduct. Additionally, provide information on the company's stance on drugs and the potential legal ramifications for such activities, including policies on random, for-cause, and post-incident drug testing.
If you’re looking for guidance to create or improve your drug and alcohol policy, Express Medicals can provide specialist advice and consultancy to ensure it is in line with current legislation and best practice.
2. Refresh your education and awareness programmes
It’s important to back up your drug and alcohol policy with comprehensive training to ensure your staff understand the issues of drugs and alcohol in the workplace. Staff parties can pose an extra risk of improper behaviour due to reduced inhibitions when drinking, with offensive comments and unwanted sexual advances the most likely to result in complaints.
It’s a good idea to educate staff on the risks and consequences of alcohol and drug misuse prior to a Christmas party. Well thought-out workshops and webinars can raise awareness of the company's commitment to maintaining a safe and respectful environment for all employees. Use them as an opportunity to reinforce the importance of responsible behaviour and the potential impact of one's actions on both personal and professional fronts.
Express Medicals delivers high quality corporate drug & alcohol training, providing your staff with an understanding of the potentially damaging issues of substance misuse in the workplace, and enabling them to provide support in managing the repercussions.
3. Provide a responsible drinks service
If alcohol is being served at your Christmas party, you must implement responsible beverage service practices. This could include hiring professional bartenders trained to monitor and limit alcohol consumption. Encourage them to be vigilant for signs of intoxication, and to refuse service to individuals who appear impaired. Some companies find it beneficial to restrict alcoholic drinks to beer and wine only (with no spirits), or if serving spirits, enforcing a ‘no shots’ policy.
Offer a variety of non-alcoholic beverage options so that that all employees, including non-drinkers and the sober-curious, have appealing alternatives. There is now a wide range of non-alcoholic beers, wines, and spirits on the market, and it’s possible to create appealing ‘mocktails’ which match their alcoholic counterparts. By providing a range of choices, you create an inclusive environment that doesn't revolve solely around alcohol consumption.
4. Consider a drink ticket system
To further regulate alcohol intake, consider a drink ticket system. This allows each employee a pre-determined number of drink tickets, reducing the risk of excessive alcohol consumption. Once an individual has used their allocated tickets, they must either switch to non-alcoholic options or (if you choose to allow it) cover the cost of additional drinks themselves.
This method not only helps manage alcohol consumption but also encourages employees to be mindful of their intake throughout the event. You can also budget for your party more accurately this way.
5. Designate 'sober supervisors’
Having sober supervisors at your Christmas party can be an effective strategy for maintaining control. These individuals can keep an eye on the overall atmosphere, identify potential issues, and assist in de-escalating tricky situations.
Sober supervisors could be senior members of staff, or volunteers given time off in lieu or other benefits in recognition of their additional responsibility during the party. Ensure they are easily identifiable by both your employees and the venue and bar staff, that they are approachable, and are equipped with the authority to intervene if necessary. If you have an in-house security team, they are likely to have the necessary skills for these duties, so consider having them take on this role.
6. Make transport arrangements
One of the main concerns associated with staff parties is impaired driving, and departure time can come with a whole set of risks. To mitigate these, ensure the venue is set up appropriately in terms of staffing around the departure area, especially if it opens onto a busy road or car park.
Providing transport options for employees, such as coaches, shared taxis, or a designated driver system is excellent practice. Encourage staff to plan their transportation in advance and emphasise the importance of not driving under the influence.
7. Provide post-event support
During the festive season, it’s particularly important to offer support and resources for any employees who may be dealing with substance-related issues. Ensure employees are aware of available counselling services or other employee programs that can provide guidance and assistance.
If you offer nothing like this in-house, have members of staff who are trained to signpost employees in need of support to external services. Extending this support to your employees shows you value them and their wellbeing, and that you’re a caring employer with a good awareness of your employees’ needs.
8. Rethink your ideas of a Christmas party
Christmas parties don’t have to be in the evening, and they don’t have to include alcohol. Why not swap a boozy blowout for alternative celebrations that are fun, engaging and hangover-free?
For smaller teams, consider a group cooking class, an escape room, or a trip to a theme park. Paintballing and clay pigeon shooting are classics for a reason, being both fun and offering opportunities for team building. The run up to Christmas season can be stressful, so why not organise a mindfulness workshop, with yoga sessions, life coaching, Indian head massage and reflexology? Once you alter your mindset of what a Christmas party should be, the possibilities are endless!
Conclusion
Managing staff alcohol and drug use during the Christmas party season requires a proactive and comprehensive approach. Employees should be reminded that they are still representing your company when the party is in a public venue. Staff should be clear on the importance of responsible behaviour and the impact of their actions on both personal and professional fronts. Employers have a duty of care to their staff and so should put all possible systems in place to mitigate risk.
By establishing clear boundaries, promoting responsible practices, and providing support mechanisms, employers can create an environment that encourages celebration while prioritising staff wellbeing. The goal is not to eliminate enjoyment but to ensure a festive and safe atmosphere for everyone.
