Marvin OnumonuChristmas work parties remain a consistent source of workplace conflict, according to new analysis from YuLife.
Data showed that there have been 322 UK Employment Tribunal cases since 2017 linked to festive celebrations, averaging about 40 cases each Christmas season.
Cases covered all industries and job levels, with most involving alcohol-fuelled arguments, inappropriate remarks, after-party incidents and disputes in WhatsApp groups.
Many incidents happened away from the official event, including on the way home, at late-night gatherings or in digital chats continuing the celebrations.
Despite companies investing in wellbeing and manager training, this pattern has stayed the same for nearly a decade.
HR leaders reported that most complaints are handled internally, meaning the actual number of incidents is likely higher.
Many incidents also happened after the official event, in taxis, bars and group chats.
YuLife advised that organisations can reduce risk by setting expectations early, using reminders about respect, behaviour and inclusion based on company values.
The organisation added that supporting managers is important, with pre-event briefings on role-modelling and spotting early signs of discomfort.
YuLife also advised employers to plan for the whole event, including after-parties and safe travel options, and make sure employees know how to report concerns.
Michelle Hartley, founder at People Sorted, said: “A Christmas party shouldn’t be an HR horror story waiting to happen.
“Set expectations early, remind people they’re still at work even when the prosecco’s flowing, and lead with inclusion and kindness.
“That means hosting celebrations in working hours so parents aren’t penalised, and not making alcohol the main event.”
Hartley added: “Fun is fabulous, but safeguarding your people and culture is non-negotiable.
“Christmas parties are meant to spread joy, not kickstart tribunal season.
“HR should set the tone early: yes to celebration, no to boundary-blurring behaviour.”
She said: “If you’re serious about inclusion, hold events in working hours and stop putting booze on the pedestal: not everyone drinks, and working parents shouldn’t have to choose between festive fun and family.
“Celebrate responsibly or risk turning Secret Santa into Exhibit A.”
