Christmas Party Complaints: What Employers Shouldn’t Ignore
Posted on December 13, 2025
Work Christmas parties are meant to be fun. But mix alcohol, karaoke, and end-of-year stress, and things don’t always stay festive.
Maybe someone spent far too long on the karaoke machine belting out Mariah Carey. Or someone said something they regret after one too many wines. Or maybe a joke that seemed harmless at the time didn’t land well the next morning, or indeed at the time.
If an employee raises an issue after the Christmas party, here’s some practical suggestions on how employers can deal with it calmly, fairly, and importantly without making things worse.
Don’t ignore it
Even if something seems minor, don’t dismiss it as “just Christmas party banter.” With sexual harassment laws tightening in 2024 and increased obligations on employers to handle grievances fairly, ignoring it isn’t worth the legal risk. More importantly, it’s simply the right thing to do as an employer. Thank your employee them for speaking up, let them know you’ll investigate it, and keep things confidential.
Work Out How Serious It Is
Not every issue needs a formal investigation.Minor issues might include:
– Karaoke hogging
– Clumsy jokes
– Small disagreements or misunderstandings
More serious complaints include:
– Sexual comments or unwanted attention
– Discriminatory remarks
– Behaviour that keeps happening
The key is judging impact, not intention, which isn’t always easy.
Sorting Out Smaller Festive Fallouts
Most minor issues can be fixed with a quiet conversation.
Listen to what bothered them, acknowledge how it made them feel, and if appropriate, encourage an apology or quick resolution. Make a brief note of what you did and check in later to make sure things are settled.
When It’s Time to Go Formal
If a complaint involves harassment, discrimination, or repeated behaviour, follow your formal grievance process. Alcohol or “party atmosphere” is never an excuse. Of course, an employee may wish to make it formal, even if you, as an employer, wants to deal with it informally.
Handling Serious Complaints Properly
Acknowledge the complaint, appoint someone independent to investigate, gather facts, hold proper meetings, and confirm outcomes in writing. Always allow an appeal. Importantly, follow through on the recommendations and don’t ignore it or try to influence the investigation.
Dependant on the seriousness of the complaint, you may need to consider suspending the individual who has had a complaint placed against them or certainly ensure the two parties don’t work together.
How to Avoid Problems Next Year
– Set expectations before the party, by reminding all staff on expected behaviours
– Encourage sensible drinking
– Make events inclusive
– Have a clear contact person on the night
Final Thoughts
Most Christmas party complaints are manageable with a calm, respectful approach. Take people seriously, deal with issues fairly, and follow proper processes when needed.
When it’s handled well, even an awkward Christmas party moment doesn’t have to follow you into January. But when it’s brushed off or mishandled, things can unravel quickly damaging employee trust, putting your reputation at risk, and costing far more time and money than anyone expected. The lesson? Take concerns seriously early and deal with them properly.
If you need any help dealing with the fallout from your Christmas party always remember we provide up to 30 minutes of free advice.
Contact Details
- Call Us: +44 (0) 2382 518 004
- Email Us: info@smehrconsultancy.com
