The workplace end-of-year Christmas function is often a highlight on the corporate calendar—a time for colleagues to relax, celebrate achievements, and bond as a team. However, when alcohol is involved, these events can sometimes result in inappropriate behaviour that leads to formal workplace complaints. As an HR consultant and workplace investigator, I’ve seen how quickly festive cheer can turn into a serious issue.
In this article, we’ll explore a real-world case study highlighting the importance of addressing complaints effectively, maintaining workplace relations, and ensuring a fair investigative process.
The Scenario: A Christmas Party Gone Wrong
At a medium-sized business, the annual Christmas function was held at a local venue, with the company providing an open bar for employees. While most staff enjoyed the evening responsibly, one employee, John*, consumed excessive alcohol and became verbally aggressive toward a colleague, Sarah*. Witnesses also reported inappropriate comments directed at Sarah during the event.
The following Monday, Sarah submitted a formal complaint, citing harassment and a hostile work environment.
The Role of the Workplace Investigator
Upon receiving the complaint, the company promptly engaged an external workplace investigator to ensure impartiality. Here’s how the process unfolded:
- Initial Assessment:. The investigator conducted a preliminary review to determine the scope of the complaint and identify key parties involved, including witnesses.
- Confidential Interviews: Both Sarah and John were interviewed separately, as well as employees who had witnessed the incident. Each was reminded of their obligation to maintain confidentiality throughout the process.
- Evidence Collection: The investigator gathered additional evidence, including CCTV footage from the venue and emails sent by John the following day, apologising for his behaviour but downplaying its seriousness..
- Findings and Recommendations: The investigation concluded that John’s behaviour breached the company’s code of conduct. Recommendations included formal disciplinary action, mandatory training on workplace conduct, and a review of the company’s alcohol policy for events.
Key Lessons for HR Professionals
This case study underscores the critical role of HR consultants and investigators in maintaining workplace relations and resolving sensitive issues.
- Prevention Is Better Than Cure: Organisations should establish clear guidelines for workplace events, including limits on alcohol consumption and expectations for behaviour.
- Respond Promptly and Fairly: Address complaints quickly to reassure employees that their concerns are taken seriously. Engaging a neutral workplace investigator helps ensure fairness and objectivity.
- Training and Policies Matter: Regular training on appropriate workplace conduct and a robust grievance policy are essential for fostering a respectful culture.
Strengthening Workplace Relations After the Incident
Resolving workplace complaints isn’t just about addressing the immediate issue—it’s also about restoring trust and ensuring all employees feel valued and safe. Following the investigation, the company held a workshop on respectful communication and updated its event policies.
For HR professionals and business leaders, this case highlights the value of proactive measures and expert guidance from an experienced HR consultant. By handling complaints with care and professionalism, organisations can not only resolve issues but also strengthen workplace relations in the long term.
Conclusion
End-of-year functions should be a time to celebrate, but they also come with risks that can impact workplace harmony. Engaging a professional workplace investigator when complaints arise ensures a fair process, while proactive measures can prevent issues before they occur.
If your organisation needs support with managing workplace complaints or improving policies, contact an experienced HR consultant to guide you through the process.
*Names have been changed for privacy.