With spring racing events, team celebrations and Festive celebrations fast approaching, many organisations begin reviewing their approach to alcohol at work functions.
Can employers serve alcohol at workplace events while still meeting their workplace health and safety obligations? Employers still have a responsibility to manage workplace health and safety risks. Just because a function takes place outside the office and/or after normal working hours does not mean workplace obligations automatically disappear.
Alcohol and Workplace Safety
Under Australian Work Health and Safety (WHS) laws, organisations have a duty to provide a safe working environment and manage risks so far as is reasonably practicable. This includes considering risks associated with alcohol consumption at work-related functions. Whether it’s a Melbourne Cup lunch, client networking event, team celebration or end-of-year festive function, employers should take reasonable steps to ensure workers can participate safely and respectfully.
Practical Considerations for Work Functions
WorkSafe WA recommends considering the following when planning events where alcohol may be served:
- Ensure all attendees are treated with respect.
- Establish clear expectations and standards of behaviour before the event.
- Select a venue that is as safe as possible.
- Provide food, water and non-alcoholic beverage options.
- Encourage responsible consumption of alcohol.
- Consider transport options such as taxis, rideshare services and/or designated drivers to minimise the risk of drink driving.
- Note – serving alcohol to minors is illegal.
These measures help reduce risk while allowing staff to enjoy workplace celebrations responsibly.
The Role of Your Drug & Alcohol Policy & Procedure
Your Drug & Alcohol Policy and Procedure should cover more than day-to-day workplace activities. It should also provide guidance for work-related functions and events where alcohol may be available.
Consider whether your policy and procedure clearly address:
- Expected standards of behaviour at work functions.
- Manager and supervisor responsibilities.
- Fitness-for-work expectations following workplace events.
- Procedures for addressing inappropriate behaviour.
- Support mechanisms where alcohol-related issues arise.
Policies and Procedures should be regularly reviewed to ensure they remain current and reflect workplace activities, organisational culture and legal obligations.
Work Functions Can Still Be Workplaces
Many employers assume social events are separate from the workplace. However, courts, regulators and workplace tribunals have frequently considered work-related functions to be extensions of the workplace where employer responsibilities and employee obligations may still apply. This means inappropriate behaviour, sexual harassment, discrimination, violence and/or alcohol-related incidents can still create significant organisational risk.
Planning for a Safe Spring Season
Workplace celebrations can be a valuable opportunity to recognise achievements, strengthen team culture and reward employees. With appropriate planning, communication and risk management, organisations can help ensure these events remain enjoyable and safe for everyone involved. As a simple reminder:
- Set expectations before the event.
- Provide food and non-alcoholic options.
- Promote respectful behaviour.
- Support safe transport home.
- Review your Drug & Alcohol Policy and Procedure regularly.
Need Help Reviewing Your Policy and Procedure?
Alcolizer Technology can assist organisations with reviewing and updating Drug & Alcohol Policies and Proceduresto ensure they reflect current workplace practices, drug and alcohol testing programs and compliance requirements. A well-designed framework can help organisations manage workplace risks while supporting a safe, respectful and productive culture year-round.
Looking for guidance on developing or reviewing your workplace framework? Read our article Policy vs Procedure – What’s Legally Required to better understand the difference between policy requirements, testing procedures and compliance obligations.
