Christmas party season is when many teams plan a game or two: a quiz, a picture round, a Secret Santa swap or a prize draw on the night. Games can help people who do not usually work together to mix. They can also go wrong. This guide gives general information about where an employer’s responsibilities usually apply. It is not legal advice, and your own policies and contracts come first.
Start with who is in the room
Before you choose a game, look at who is likely to come. Some staff may not drink. Some may have caring responsibilities that mean they can only stay for an hour. Some may have a disability, a health condition, or a religious or cultural reason to avoid certain activities. A game that suits one group can leave another standing at the edge of the room.
A good test is simple. Could a new starter, a colleague who has recently returned from long-term sickness, and someone who never drinks all join in without feeling singled out? If the answer is no, change the game.
Choose games that do not rely on pressure
Quizzes, picture rounds, team bingo and a themed trivia table tend to work well. They are easy to join and easy to leave, and they do not depend on anyone performing in front of colleagues.
Be wary of games that:
- require physical contact or touching
- ask people to reveal personal information, such as relationship history or pay
- use forfeits that are embarrassing, sexual in tone, or built around drinking
- single out one person as the butt of a joke, including a new starter or someone who is quiet
- rank people in public, such as a “best dressed” or “worst timekeeper” vote
Make taking part optional. Say clearly that anyone can sit out or pass on a challenge, and mean it. A pass should never be treated as a failure or as a sign of poor team spirit.
Keep the event inside the working relationship
A company party is often described as “social”, but it is usually still connected to work. Staff are representing the business, and clients, suppliers or contractors may be present. Behaviour that would breach your policies in the office can still cause problems at a party, and some employer duties do not switch off outside working hours.
Under the Equality Act 2010, employers have duties to protect staff from harassment and discrimination, and these can extend to conduct at work-related events. Our October guide on the Employment Rights Act 2025 changes covers the stronger harassment duty that now applies, including harassment from people outside the business. You do not need to become a legal expert to run a party. You do need a sensible plan.
Send a short reminder before the event. Say that the usual standards of conduct apply, name the person to speak to if something goes wrong, and confirm that attendance at any event beyond the core party is optional. Keep it brief and friendly. A reminder is not a lecture, and most people will read it as the sensible thing it is.
Think about alcohol, timing and getting home
Many party problems start with drinks. Offer good non-alcoholic options that feel like a proper treat, not an afterthought. Consider finishing earlier than people expect, and say clearly when the bar closes. If the venue is selling drinks on your behalf, ask whether it can stop service at a set time and whether it has its own policy on intoxicated guests.
Plan for getting home, especially in winter when evenings are dark and cold. Check when the last trains and buses run, and whether taxis are easy to book from the venue. If the event finishes late, a short note on transport can stop people taking risks to save money on the way home.
Prize draws, raffles and Secret Santa
A prize draw with money attached is not just a game. If staff pay to enter and winners are picked at random, the rules on workplace draws may apply. Our guide on office lottery syndicates and workplace prize draws sets out the paperwork and the questions to ask before you run one. Check those rules before you run any draw with money attached, and keep the set-up simple.
Secret Santa is usually the safer choice. Make it optional, keep names anonymous until the reveal, and agree a spending limit that the business sets, rather than one that staff feel pressured to meet. Offer a no-spend option, such as a card or a handwritten note, so lower-paid colleagues are not left out. Set a clear rule against gifts that are offensive or personal in a way that could make someone uncomfortable.
Set roles before the night
Name one or two people who will run the games and one person who is responsible for conduct on the night. Those people should be sober enough to make decisions and should know what to do if a game is not working. A manager who joins in should still be the person who steps in if a joke goes too far.
Keep the list of games short. Two or three well-run rounds usually beat an hour of forfeits. If a round is dragging, end it and move on. Nobody remembers a game that finished early, but people do remember one that ran too long and caused someone to feel left out.
When a game goes wrong
Stop the game straight away. Check on the person affected and make sure they are safe and able to get home. Note what happened, who was present and what was said, while memories are fresh. Most small issues can be settled with a conversation. Serious or repeated behaviour should go through your normal procedures, and our guide on disciplinaries and grievances explains how to approach that.
Do not wait until the new year to deal with a problem. Acting early is almost always better for everyone involved, including the person who raised the concern.
Key points
- Choose games that are optional, inclusive and free of pressure.
- Keep your conduct standards in place at work-related events, and remind staff before the night.
- Offer good non-alcoholic choices, plan the finish time and think about getting home.
- Treat paid prize draws as a separate question, and check the rules before you run one.
- Keep Secret Santa optional, with a clear budget that the business sets.
- Stop a game that is causing harm, look after the person affected, and record what happened.
Where to go next
For advice on your own policies and a party plan that suits your workforce, Solved HR works with small businesses and charities on HR questions. For a specific case, speak to a qualified employment adviser or to Acas before you act.