Managing alcohol and drug-related incidents

The festive season often includes a tipple or two, but it’s wise to keep alcohol consumption in check to avoid any unwanted incidents.

A responsible approach to managing alcohol and addressing any drug-related concerns will help everyone enjoy the event safely.

Setting clear expectations beforehand

The best way to prevent issues is to set expectations before the party even starts. In your pre-event communication, remind employees that, while the party is a chance to unwind, it’s still a work-sponsored event.

A few gentle reminders can help establish boundaries:

Remind everyone that while drinks will be available, moderation is key. A light-hearted message encouraging fun, but in good measure, can set a positive tone.
Without dulling the vibes, include a note that misconduct or any breach of policies, including excessive drinking or drug use, could lead to disciplinary action. This isn’t about being a killjoy – it’s about keeping everyone safe and respectful.

Managing alcohol-related incidents

Providing alternatives to an open bar

If alcohol is available, consider ways to help employees enjoy it responsibly. Limiting the flow of drinks helps maintain a festive yet safe atmosphere. Here are some simple but effective ideas:

Provide each guest with a set number of drink tokens, allowing them to enjoy a couple of drinks while encouraging a natural limit. This approach keeps things festive without letting the celebration get out of hand.
Offering a variety of non-alcoholic drinks, such as festive mocktails or soft drinks, ensures that everyone has choices beyond alcohol. It’s a welcoming touch that supports those who prefer not to drink or want to pace themselves.

Managing drug-related incidents

Preparing for drugs-related issues

While alcohol may be the focus, it’s wise to address the possibility of drugs-related issues, however rare.

Reinforce your company’s stance on drugs by including a reminder in your pre-party communications that drug use is strictly prohibited at work events. This simple reminder can help deter any unwanted behaviour and clarify expectations.

If an incident does occur, it’s essential to have a discreet plan in place. For instance:

Designate a trusted manager or HR team member as the go-to person for handling sensitive issues if they arise.
Handle situations calmly and privately. If someone does breach the rules, approach them discreetly and ensure they get home safely. A follow-up discussion can take place after the event.

Managing alcohol and drug-related incidents

Arrangements for the morning after

If your party is on a weekday, consider offering flexible start times the following day to support employees who may need a bit of extra time. This is especially considerate if the do runs late and can help everyone return to work feeling refreshed.

Alternatively, hosting the party on a Friday or Saturday can allow employees a worry-free night out and a full day to recover.

By setting a few boundaries around alcohol and drug use, you’ll keep the party atmosphere light-hearted and enjoyable for all, ensuring everyone remembers the night for all the right reasons.