The season for company end of year parties is upon us. For some, it’s a time to let your hair down, have a few drinks with your colleagues, and celebrate the year that was. For others, **it can be a time of increased social anxiety, concerns about being included, being pressured to drink, or feeling nervous about interactions that cross your personal boundaries.

While the intent of these parties isn’t to make somebody feel uncomfortable or unsafe, it’s important for organisations and leaders to understand their role in creating an environment where everyone can enjoy themselves.

Equally as important, employees should know where they can go to seek advice and information to feel supported to join in the celebrations.

Tips for companies

• Communications: Make sure your internal policies and procedures are up to date, accessible, and communicated to employees before the event. It may ease anxiety of those feeling nervous, knowing that the company has their safety and wellbeing front of mind.
• Attendance: Be clear that the party isn’t mandatory and should people wish to opt out, they won’t be pressured or reprimanded for it.
• Alcohol: Putting a tab behind the bar? Consider how much and what’s included. Fancy cocktails go down a treat, but are high alcohol and enjoy to over indulge. Just having drinks at the office? Avoid spirits and opt for beer and wine instead. Don’t forget about non-alcoholic options for those who don’t drink or want a break from alcohol.
• Leadership team: Remember that you’re a steward of company values and expected behaviours. While you should absolutely have a good time, remember to look out for your team and model the actions and behaviours that make everyone feel included.
• Closing time: Consider how employees are getting home after the party and ensure they can do so safely. Organise prepaid rides or ensure employees have a way to expense a ride home.
• After party: If the party is likely to kick-on at a bar or home of an employee, be clear in your pre-party communications about the standard of behaviour expected.

Tips for team members

• Including others: Look out for colleagues who were feeling nervous about attending. Make an effort to include them in conversations and activities.
• Providing support: If you see behaviour that is making somebody uncomfortable or feel unwelcome, you can interject and change the conversation or find a way to step away and check in on them. If the situation is serious, ask if they are ok and let them know you will support them if they would like to report the matter. Find somebody safe they can speak with with HR or a senior leader.
• Respecting boundaries: Be mindful of making assumptions about your colleagues comfort levels and always respect when somebody says ‘no’ to participating in an activity.