'Tis the season to be jolly - but perhaps not too jolly at the work Christmas party.
An employment law expert has warned that the combination of alcohol and high spirits can lead to problems.
"There have been a number of reported cases over the years where events have spiralled out of control," said Patrick Walshe, partner and head of the Employment group at law firm Philip Lee.
Incidents at Christmas parties typically fall into two categories, he explained.
"You have disagreements among staff - often fuelled by alcohol and, at the more serious end of the spectrum, instances of harassment," he said.
As the festive season kicks off, we’ve asked the experts for their top dos and don’ts at the work Christmas party.
Do: Treat the event as an extension of the workplace
It may not feel like it, but social work events are an extension of the workplace.
This means that work policies apply.
"Policies such as the dignity and respect policy, anti-bullying and harassment, drugs, alcohol and intoxicants, and grievance and disciplinary policies are relevant," said Damien McCarthy, Managing Director of HR consultancy firm HR Buddy.
Mr McCarthy said it's not only important for companies to have these policies in place, but even more important to communicate the policies to employees.
"Very often, this is avoided, perhaps because it will be seen as a dampener or over-the-top caution on a manager or employer’s part," he said.
Staff also need to be aware of their company’s social media policy, and any restrictions on its use.
"Some workplaces and employer brands have been destroyed or at least seriously impacted by the smart phone and social media use of a small number of individuals in recent times," Mr McCarthy said.
Don’t: Put your job at risk
Despite being out of the office, inappropriate behaviour at a work party can warrant disciplinary action.
"If an employee behaves inappropriately, he or she can be disciplined in identical fashion to if they behaved that way in the workplace," said Mr Walshe of Philip Lee.
And so, it’s important to remember that the usual work rules apply - even during the festive season.
"The courts and tribunals have determined over the years that if there is a sufficient connection between the workplace and the social event - then the usual rules apply," he explained.
He said Christmas parties are the prime example of this.
"The lines are blurred to a greater extent in cases where employees, by themselves, decide to meet up after work - but there’s a clear and unwavering line connecting the workplace and official social events," he added.
While the ultimate sanction - dismissal - is rare following work party incidents, Mr Walshe said it's not uncommon for an employer to have to trigger disciplinary action which results in an outcome short of dismissal.
"Verbal altercations, for example, would not typically warrant dismissal," he explained.
"On the other hand, acts of violence - and, at the most extreme end of the scale, sexual harassment - could easily result in dismissal following a fair disciplinary process," he added.
Do: Act quickly to prevent incidents escalating
On many occasions, incidents can be avoided or defused if employers act quickly.
"In larger organisations, there’s no reason why managers can’t keep an eye out and intervene if it looks like an argument is getting out of control, for example," said Mr Walshe of Philip Lee.
"Simple and effective remedial action is key here", he added.
If an employee makes a complaint of inappropriate treatment, Mr Walshe said that complaint must, and should, be taken seriously.
Don’t: Drink too much alcohol
If you're planning to drink alcohol at your work event, the advice is to do so with caution.
"Traditionally the big mistakes with alcohol can be shy or nervous people making the mistake of building-up too much Dutch courage or looking to mask their shyness with alcohol," said Mr McCarthy of HR Buddy.
"This can end in embarrassment and create a memory and impression that could be tough to shake off in your career or work relationships," he added.
But there are signs of a culture shift away from alcohol-fuelled events.
"A lot of employers have moved away from the free bar, whilst still facilitating a Christmas party and maybe looking to reward in other ways such as tax-free vouchers instead," Mr McCarthy said.
He said workplaces are now more aware of the possible reputational damage that can be caused at boozy workplace Christmas parties.
Don’t: Gossip or get too personal
Striking the right balance is key when it comes to chit chat with co-workers.
Discussions should stay in the middle ground, Mr McCarthy suggests.
"Don’t get too personal and also, don’t spend your time just talking about work either," he said.
"Avoid gossiping at the Christmas party and use it as an opportunity to form better connections and friendships with your work colleagues," he added.
He said lifelong friendships can be made at these events - and more.
"It can of course go further and there are many happy relationships and marriages that have been sparked at the Christmas party night out - although that can be another minefield altogether," he said.
Do: Enjoy the night
The above warnings may have you second guessing whether you actually want to attend your work party.
But these type of events are important for building and maintaining relationships.
They're a great way to get to know your colleagues - especially at a time when many are working remotely.
"The opportunity to meet and socialise can build valuable energy, trust, loyalty and friendship," said Mr McCarthy of HR Buddy.
"This in return, can provide a boost in morale in the workplace," he added.
So, while it may not be advisable to fully let your hair down at the office do, remember to enjoy the night.
Afterall, it is a party!
But keep in mind Mr McCarthy's parting advice: "If you wouldn’t say or do something at work, don’t say or do it on the work night out."
