Hit the ground running with your January recruiting

Hit the ground running with your January recruiting



January will be a time for renewed recruitment efforts as businesses look to build their teams for the year ahead. However, the challenge of finding the best candidates can be daunting. In this blog, we will explore the potential benefits of taking a light-hearted approach to interviews, providing a more relaxed and human experience for both candidates and interviewers.

The Traditional Interview Process

The typical structure of interviews often involves formal and rigid questioning, which can create a tense and pressure-filled environment for candidates. This approach can hinder a candidate’s ability to showcase their true abilities and personality, impacting their performance in the interview.

The Benefits of a Light-Hearted Approach

By taking a light-hearted approach to interviews, interviewers can create a more relaxed and comfortable atmosphere for candidates. This can help candidates to showcase their personality and creativity, and encourage more authentic and genuine responses.

Changing the Tempo of the Interview

Introducing icebreaker questions and incorporating humour and light-hearted conversation can help to ease tension and allow for more natural and organic conversation to flow throughout the interview.

Tips for Implementing a Light-Hearted Approach

To implement a light-hearted approach, it’s important to set the tone from the beginning and use open-ended questions to encourage storytelling and engagement. It’s also crucial to balance professionalism with a relaxed atmosphere to ensure the interview remains structured and focused.

The Impact on Candidate Selection

A more light-hearted approach can lead to a more accurate assessment of candidates’ abilities and fit for the role, as well as attracting top talent who appreciate a more human approach to the interview process. This approach can also have a positive impact on company culture and employee satisfaction.

Case Studies and Examples

There are numerous success stories of companies that have adopted a light-hearted approach to interviews, resulting in more engaged and satisfied employees. Testimonials from candidates who have appreciated a more relaxed interview experience also demonstrate the benefits of this approach. Here’s some example ideas, that might assist in the lightening of the mood during your interview.

What song best describes your work ethic?

If we came to your house for dinner, what would you prepare for us?

If you could pick two celebrities to be your parents who would you choose?

What sort of kitchen utensil would you be?


It’s clear that finding the best candidates can be achieved through a more human and light-hearted approach to interviews. By changing the tempo of interviews, there is the potential for a positive impact on the recruitment process and company culture, ultimately leading to better results and happier employees.




We’d love to discuss your IT recruitment needs and help you find your next superstar.  Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.


Recruit Someone Worth Recruiting

Recruit Someone Worth Recruiting


Langley James: Recruit Someone Worth Recruiting
No Sales: Just Quality Recruitment

Founded by James Toovey, a highly respected and experienced recruitment industry professional and established for 14 years, Langley James is the leading IT Recruitment Consultancy in London.

We pride ourselves on providing a specialised and tailored service to every one of our clients that keeps them coming back for more.  We don’t have to waste time canvassing for vacancies, so every minute of our time is spent finding you the perfect superstar to add to your business.  We are dedicated to ensuring your absolute satisfaction.

How do we achieve this?
It’s simple, every aspect of our business has been designed from your perspective.

  • We are here when you need us: our opening hours are longer than other recruitment consultancies, 8am – 8pm Monday to Friday.
  • We provide you with your own dedicated client manager who will get to know both you and your company in depth.
  • We prioritise quality over quantity. Rather than bombard you with unsuitable candidates, we make a simple promise: “We will find you 3 qualified candidates, in 3 days – guaranteed!”
  • We ensure our candidates are a perfect match to your business and requirements, not just the job title.
  • We don’t just rely on advertising vacancies: we maintain a database of over 50,000 contract and permanent candidates actively seeking a new opportunity. Our consultants are also experts at head hunting professionals who are not available on the open market.

Who do we recruit?
Here at Langley James, we are not just IT Specialists.  Each of our consultants has an in depth knowledge of a specific area, be that in Development or Infrastructure.  This means that when you entrust us to look after your IT recruitment needs you will be given advice based on the latest in industry developments.  We also know how to listen, so we can find the ideal person to fit your exact requirements.  We ensure the candidates we select are not only qualified, but that they are perfect for you and your business.

Just a few of our recently filled roles include:

Leadership Roles             CIOs & CTOs – IT Directors – IT Managers – Project Managers

Development                    Senior Web Developers – Chief Architects – Front End Developers

Infrastructure                    Business Analysts – Trainers – Senior Systems Engineers

Don’t take our word for it, take a look at what our clients have to say.

Langley James really took the time to work with me to understand my requirements. It was obvious they appreciated every business has specific needs. I did not receive a flood of CV’s but a carefully selected few. Interviewing can be a real pleasure when you get the right people through the door and a successful candidate was chosen from a competitive list.
IT Manager, Engineering Firm, London

And this is just one of our many happy clients – there are plenty more!  In fact, we have so many companies looking to take advantage of our boutique offering, that in the last 6 months we have doubled our headcount to ensure we continue to deliver service excellence and enable our clients to recruit someone worth recruiting.

Are you ready to recruit someone worth recruiting?
We’d love to discuss your IT recruitment needs and help you find your next superstar.  Please call us on 0207 099 4839 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you.

We’d love you to join in the conversation, follow us on Facebook.


Is having skills better than having a degree?

Is having skills better than having a degree?

Is having skills better than having a degree?

Obtaining a degree is a great accomplishment and a valuable asset for many people. With a degree, individuals can pursue various professions and have the opportunity to find success in their chosen field. However, experience is also an important factor in one’s success. When it comes to jobs that involve a lot of hands-on experience and skill, experience can be more beneficial and valuable than a degree. In this article, we will be discussing the benefits of experience over having a degree and why experience is better than a degree.

Experience provides invaluable skills and knowledge which can be beneficial in one’s chosen field of work. Experienced professionals can acquire the necessary skills to complete tasks with greater efficiency and accuracy. Furthermore, experience can enhance one’s problem-solving abilities, as it equips them with the ability to identify and analyse potential problems and develop solutions quickly and effectively. Additionally, having experience in a particular field can improve one’s communication and interpersonal skills, as they gain the confidence to interact with people and network, developing important contacts.

Degrees are valuable assets; however, they have their own limitations. Firstly, degree qualifications are often outdated and cannot provide the necessary skills and knowledge required for more modern job roles. Additionally, these qualifications do not prove that graduates have the necessary practical knowledge to successfully perform duties in their chosen field. Moreover, a degree does not guarantee a job. Employers are more likely to prefer experienced professionals over those who have simply completed a degree.

Experience can be more valuable than a degree, as it provides the necessary skills and knowledge needed to succeed in one’s chosen field. Having experience in a particular field gives individuals the opportunity to showcase their working abilities and the knowledge required to fulfil the role. Additionally, experienced professionals are more likely to secure jobs, as employers are more likely to prefer experienced workers over those that have simply attained a degree. Moreover, having experience can also lead to career advancement, as individuals can showcase their performance and demonstrate their willingness to learn.

To conclude then, experience is more valuable than having a degree. Experienced professionals can acquire the necessary skills and knowledge to successfully complete tasks and showcase their abilities to employers. Degree qualifications, while valuable, cannot guarantee success, as they are often outdated. Degrees can also fail to provide the necessary skills and understanding for modern-day job roles. Therefore, experience is better than having a degree, and it can lead to greater success.

The End of Hybrid Working: Why it is Happening and How to Adapt

The End of Hybrid Working: Why it is Happening and How to Adapt

The End of Hybrid Working: Why it is Happening and How to Adapt.


Hybrid working is the combination of working from an office and from a remote location. It has been on the rise due to technological advancements, the COVID-19 pandemic, and changing workforces. However, the end of hybrid working is now in sight. This article will outline the impact of hybrid working, the reasons why it is ending, and strategies to prepare for the transition to a more traditional office-based working arrangement.

Impact of Hybrid Working

Hybrid working has had both positive and negative impacts on the workforce. On the positive side, it has made it easier for employees to balance their work and personal lives while increasing flexibility, collaboration, and communication. The downside, however, is that it has increased stress and overload, resulting in decreased productivity for many workers.

Reasons for the End of Hybrid Working

The primary reasons why hybrid working is declining are technology, social and political issues, and changing workforce dynamics. Technological advancements such as automation, artificial intelligence, and cloud computing are allowing businesses to operate more efficiently and with less overhead. As a result, they are now able to move away from hybrid working arrangements, as these technologies are able to fully support a traditional office environment.

Social and political issues also play a role in the end of hybrid working. As the world emerges from the pandemic, regulations and laws may be enacted to ensure that the workplace is safe for all members. These regulations may require employers to move back into fully office-based systems. Additionally, growing disparities in digital access have made it difficult for some workers to efficiently perform their tasks remotely. This has created a need for more traditional office-based work arrangements.

Preparing for the End of Hybrid Working

Organizations that are preparing for the end of hybrid working need to develop strategies for flexible working arrangements. Employers also need to consider the impact that this transition may have on their employees. Implementing employee wellness plans and creating a transition plan that includes clear communication with employees about the change is essential.


Hybrid working has been on the rise in recent years, but it is now entering a period of decline. New research has indicated that almost two-thirds of CEOs want to remove hybrid work within three years. The primary reasons for the end of hybrid working are technological advancements, social and political issues, and changing workforce dynamics. To prepare for this inevitable transition, organizations need to develop strategies for flexible working arrangements that include policies, training, and technology. By staying ahead of the trend, organizations can ensure that their employees are adequately supported during the transition.


Let’s discuss your specific IT recruitment requirements today. Reach us at 020 7788 6600 or via email at langleyjames@langleyjames.com.

We’d love to hear your views on this blog. Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn


How Can I Motivate My Team on a Budget?

How Can I Motivate My Team on a Budget?

How Can I Motivate My Team on a Budget?

Our Top 10 Tips for Motivating Your Team

Are unmotivated employees bleeding your business dry?



How Can I Motivate My Team on a Budget?

Our Top 10 Tips for Motivating Your Team

Are unmotivated employees bleeding your business dry?

As an employer, one of your toughest jobs is keeping your team motivated.  It’s common to assume that the only way to motivate people is to provide performance bonuses.  Of course, this is an excellent method of getting results, but also expensive.

We Have the Answer
If you want to rev up your team without breaking the bank, read on for our ‘Top 10 Tips for Motivating Your Team’.

1.  Recruit right
If you want a motivated team, recruit self-motivated people.  Take care during your recruitment process to assess not only skills and qualifications, but also personality.  Importantly, can the candidate give you examples of times they have gone beyond the call of duty for an employer?

2.  Weed out poor managers
Poor managers come in many forms, but one thing they all have in common is an unhappy team and a high staff-turnover.  If you have struggling managers, now is the time to offer support and additional training; and if that doesn’t work it may be time to look for a replacement.

3.  Give recognition before it’s asked for
Nothing boosts morale like a simple ‘well done’, but it has to be timely.  As soon as something has gone well make sure you give your team recognition.  You don’t want to be seen as someone who only notices when things go wrong.  However, don’t congratulate people so often that it loses all meaning – try to strike a balance.

4.  Treat your team
Small treats are cost effective and make work a happier place.  These can be anything from sharing a box of chocolates or ordering a fruit basket to taking your team out bowling.

5.  Have a blame-free culture
Sometimes things go wrong and it’s easy in the heat of the moment to play the blame game.  This results in loss of confidence for the employee involved and can turn into a downward spiral.  Don’t forget, mistakes are training opportunities in disguise.  Give the employee a chance to put a corrective action in place so everyone can avoid making the same mistake in the future.

6.  Rejuvenate your workspace
Create an office your team look forward to coming into on a Monday morning.  Fresh paint, modern artwork and well-maintained facilities work wonders to boost the mood in your workplace.

7.  Communicate
Of course it’s vital to keep your team informed of your future plans for the business but it’s also important to listen as well.  Create a system that allows people to put forward their ideas for the business no matter how big or small.

8.  Let go of the reigns
New starters often need a lot of supervision and support, but it’s important to know when to take a step back and allow them to work independently.  This will increase their confidence and your faith in them will boost their motivation.

9.  Career progression
Nothing motivates some people more than the prospect of promotion.  Make sure your people know exactly what is expected of them in order to move on to the next step in their career and watch them exceed your expectations.

10.  Training opportunities
Providing training opportunities shows your team that you see them as a long-term investment. Training gives your team the tools to improve their performance and widen their experience, keeping their role fresh and exciting, boosting motivation and morale.  Utilising cross-training within your organisation is a highly cost effective way of providing CPD, and can even benefit you during holiday season.

Let’s discuss your specific IT recruitment requirements today. Reach us at 020 7788 6600 or via email at langleyjames@langleyjames.com.

We’d love to hear your views on this blog. Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn


The Benefits of Office Banter

The Benefits of Office Banter

The Benefits of Office Banter



We’ve all experienced it. That running joke that goes on for days until everyone in the office is in on the comedy. That spontaneous round of laughter when someone cracks a joke. That moment when colleagues let their guard down and capture the playful side of their personality. In other words, office banter.

So what is office banter? Well, it’s essentially casual (and appropriate!) conversation among employees in the workplace. It’s light-hearted, often humorous, and can easily be used to break up the seriousness of the office environment. And contrary to what you may believe, office banter can actually have a positive impact on the overall culture of the workplace. Below are just a few of the key benefits that your business can experience by encouraging office banter.

How Office Banter Can Create a Positive Work Environment

Enhances Team Bonding

Banter can foster strong relationships and build a stronger team. It’s an opportunity for colleagues to get to know one another on a more social level, which can lead to more meaningful connections. Additionally, office banter often sparks a sense of camaraderie — as if employees are all part of the same team and working towards the same goal. This camaraderie can have a powerful effect on team building and workplace culture.

Increases Productivity

As counterintuitive as it may seem, introducing humour into the workplace can actually have a positive effect on productivity. One study showed that humour can reduce stress and increase creativity during complex tasks. Additionally, light-hearted conversations can lead to a feeling of satisfaction, which often leads to employees feeling more fulfilled and in turn, more productive.

Boosts Morale

It’s no secret that banter can brighten people’s moods. It can be used to lift employees’ spirits and help build their confidence. In this way, office banter can be a great source of positivity in the workplace — especially when there’s been a stressful day or week. This can have a lasting impact on employees and, in turn, the small business as a whole.

How Office Banter Can Help Improve Employee Relations

Creates a Sense of Belonging

Office banter creates a sense of acceptance and community — a feeling that can help employees feel like they belong and belong to something larger than themselves. When your team comes together in laughter, it reminds everyone how much they can enjoy working together, even during stressful days. It also helps employees feel seen and heard, creating a safe and trusting work environment.

Encourages Open Dialogue

Having conversations around the water cooler can be an important way for colleagues to engage in deeper conversations — conversations that may not happen in traditional meetings or one-on-one conversations. It provides an opportunity for meaningful exchanges between employees that they may not otherwise have without the comfort of humour and playfulness.

Promotes Understanding

When team members have inside jokes or understand where a comment is coming from, they may be more willing to take a colleague’s suggestion seriously. Office banter can create a level of understanding between team members that can help increase the effectiveness of collaborations.

How Office Banter Can Impact Business Outcomes

Improves Communication

Banter can also help break down communication barriers that can form in the workplace. By sharing stories and anecdotes, it provides a window into colleagues’ thoughts, which can give everyone a better understanding of their team members’ perspectives. Furthermore, having an open and comfortable atmosphere encourages people to communicate openly and more frequently.

Encourages Innovation

Introducing humour into the workplace can also help break down the notion of hierarchy in the workplace. Banter gives everyone in the team the opportunity to connect with one another on a more equal footing, which can give team members a greater sense of freedom and confidence to take risks and suggest creative ideas. This can ultimately lead to better innovative ideas that can help your business compete.

Enhances Brand Reputation

Let’s not forget the power of social media. Your company’s reputation is based largely on people’s perceptions, and having a light-hearted work environment that encourages office banter can be a great way to attract top talent. Potential candidates may view your company as a fun and inviting place to work and this can be the deciding factor between potential hires.


In conclusion, office banter can provide countless benefits to your business. From team bonding and increased productivity to better employee relations and business outcomes, it can be a powerful weapon to help you reach your business goals. So the next time you’re in the office, don’t be afraid to break the ice and have a little bit of fun — your business will thank you.

We’ve covered just a few of the key benefits your business can experience by encouraging office banter. If you’re interested in creating a more positive and productive work environment, introducing some humour into the mix may be just what you need. So take the time to encourage some playful conversations and see how it impacts your work culture.


Let’s discuss your specific IT recruitment requirements today. Reach us at 020 7788 6600 or via email at langleyjames@langleyjames.com.

We’d love to hear your views on this blog. Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn


The Christmas Bonus – Is It Worth It?

The Christmas Bonus – Is It Worth It?

The Christmas Bonus – Is It Worth It?

Female Happy Christmas Hat Bonus

The Christmas Bonus – Is It Worth It?

Christmas bonuses, like so many other phrases, have lost their meaning over the years. Originally, the term “Christmas bonus” was used to describe any financial gifts given to an employee or worker by an employer during the holiday season. Today, it’s increasingly used as a blanket term for bonuses given on an employee’s pay that’s usually associated with the holiday season. It’s also often referred to as a year-end bonus. Despite the amount being paid, or its frequency, Christmas bonuses nowadays are still seen as a reflection of an employer’s gratitude and respect to its workers. But is it actually worth it for you as an employer to give a Christmas bonus?

Benefits of a Christmas Bonus

Although employers may be wary of the financial implications of giving a Christmas bonus, there are several benefits associated with it. Firstly, an employer you could boost the economy with a bonus distribution. Usually, a small bonus of 20 or 30 Pounds to a few  hundred Pounds can make a huge difference to low-income earners who could use the extra money to purchase necessities and even non-essential items. This stimulates the local economy and could create a ripple effect in various industries. It also shows appreciation for the employees, which in turn can improve employee satisfaction and loyalty. Moreover, it helps to offset price increases, particularly from the growing cost of living for low-earners.

Arguments Against a Christmas Bonus

Employers’ main concern when it comes to the Christmas bonus is the financial cost. For small businesses especially, these one-time bonuses can be a huge financial strain, one that can easily thwart a company’s plans and goals. Another worry would be the unfairness associated with it. This refers to companies that may give a Christmas bonus skewed towards their higher-earning employees, while their lower-earning counterparts get a far lesser bonus or none at all. Lastly, there’s the issue of lesser motivation. Financial bonuses, while a nice gesture to show appreciation, can lead to employees to become more reliant on the yearly bonus and feel less incentive to work hard during the rest of the year.


In conclusion, there are definite pros and cons employers must assess when it comes to giving Christmas bonuses. On one hand, employers may fear the financial burden and potential unfairness that comes with these once-off bonuses. On the other hand, they can be beneficial to the local economy, show appreciation for employees, and offset price increases for their lower-income employees. Ultimately, employers must weigh up the financial implications of giving a Christmas bonus and factor in the specific needs and circumstances of their employees and company, before deciding whether a Christmas bonus is worth it.

3 Things to do Before Recruiting IT staff

3 Things to do Before Recruiting IT staff

3 Things to do Before Recruiting IT staff

May be a graphic of segway, toy and text that says "Langley James Recruitment London 788 25 TH ANNIVERSARY Chester www.langleyjames.com"


Recruiting the best talent to fill a position in your company is a task that requires a great deal of planning and careful consideration. This is especially true for IT positions where the skills needed are highly specialized and more expensive to go out and acquire. As such, it’s best to take the time to do research, examine the salary implications, and get an expert’s opinion before deciding who to bring on board. Here we will discuss three key things you should do before recruiting in the IT space.

  1. Introduction

Before making the decision to recruit in the IT field, it is important to remember that there is more to selecting and hiring a candidate than just selecting the best applicants. You need to not only ensure that the particular knowledge and skills needed for the position are met, but it is also important to consider salary and other potential factors.

  1. Consider Salary

Before recruiting, it is important to do research on the average salaries for the given position in the particular area and understand what the best salaries are that you can realistically pay given the skills you need. It’s a good idea to research salaries on job sites like Indeed, Langley James website is the ideal place to go https://www.langleyjames.com/ in order to gain an understanding for how much to pay. Additionally, it is important to identify which skills are necessary for the position, and to pay accordingly. For example, a candidate with a high level of experience with a certain coding language may be able to command a higher salary than someone who has slightly less experience but is still qualified.

III. Are you really looking for like for like or new for old?

Consideration should be given as to whether now, would be the ideal time to restructure the department? Would now be a good time to consider perhaps trailing a contractor? Recruiting a contractor, could give you a better insight into, exactly what you`re looking for. Just because you’ve always had a specific position within your company doesn’t necessarily mean that’s what you still need. Has the nature of the role evolved since you last had to fill it? Another thing to consider, is whether you’d be better recruiting the replacement for this specific role internally. Then using a recruitment company to help recruit, for that position? This could be a more cost and time effect way of addressing the situation.

  1. Get Expert Advice

When recruiting in the IT field, you should always consult with recruiting agencies and those in the IT industry. You may even want to consult those at the manager level, as these people usually have an eye for spotting the best talent. An experienced recruiter will be able to identify the needs of the job and find candidates that meet those needs. Obtaining the advice of a qualified individual in the field of IT can also help you as you navigate the recruitment process and make smart choices about the type of candidate you are looking for.

In addition to consulting a recruitment agency, it is also wise to find an expert in the IT field you are recruiting for. This individual can provide you with the knowledge on which particular skills and qualifications you should be looking for in candidates, as well as any trends they might be seeing in the tech industry. Such a person can provide invaluable insight into understanding the expectations for a given IT position in your area.

  1. Conclusion

No matter what the industry, doing adequate research and getting advice from qualified individuals is important when it comes to recruiting the right candidate. Not only does this help ensure a well-rounded search for both the company and the candidate, but it also gives the company the proper information needed to make informed decisions prior to hiring. By doing research, examining salary implications, and getting expert advice, you can help ensure that you make the right hiring decisions when recruiting in IT.



The Dangers of the Christmas party alcohol mixed with unsolicited sexual behaviour.

The Dangers of the Christmas party alcohol mixed with unsolicited sexual behaviour.

The Dangers of the Christmas party alcohol mixed with unsolicited sexual behaviour.


Christmas party kiss

The holiday season is a time of celebration, and for many, the favorite way to celebrate is with a Christmas party. The office Christmas party is a gathering of friends and colleagues, who having worked closely together for the last 12 months, gather at an venue. Perhaps for the only time in the year.  Unfortunately, as with any large gathering, there can be some risks associated with attending a Christmas party, particularly when it comes to Christmas party alcohol inhibits people’s inhibitions, which can lead to dire consequences. What seemed like harmless fun at the time, and be anything but, come the sober light of day. These are all things that as an employer you could have to take responsibility for even be held accountable.

The Dangers of Christmas Party Alcohol

Alcohol is commonly associated with Christmas parties, but it is important to recognize the potential hazards that can come from drinking alcohol in an uncontrolled setting. Alcohol, when consumed in large amounts, can have a range of devastating results. At the most basic level, alcohol causes inhibition of judgment and reaction time. This can lead to dangerous activities and decisions, such as attempting to operate a vehicle while intoxicated or engaging in risky sexual behavior. Now there is nothing wrong with consuming a few alcoholic drinks, in a safe environment. All your employees are after all adults, and accountable for the their own actions. But as employers, the buck could potential stop with you, should things go awry. Perhaps consideration for ensuring non-alcoholic drinks, such as water or juice, are available. Having food available, can also reduce people’s intoxication?  Finally, be aware of your companions. If you are attending a Christmas party with a group of friends, make sure that everyone is aware of the potential risks of alcohol consumption and is abiding by the same rules.

The Dangers of Sexual behaviour at Christmas Parties

While alcohol can present a range of physical risks, sexual tension at a Christmas party can lead to a number of social risks. Sexual tension is the strong feeling of attraction between two individuals and can be exacerbated at a Christmas party, where people may be feeling more relaxed and likely to indulge in risky behaviour. The consequences of sexual tension can range from simply feeling awkward and embarrassed to a more serious breach of consent. If sexual tension leads to more intimate contact, it is important to ensure that both individuals are comfortable and that they both understand the parameters of the situation. Without clear consent, any sexual activity carries the potential for legal and social repercussions. In order to recognize and manage sexual tension, it is important to be aware of the warning signs. If you find yourself in an uncomfortable situation, it is important to trust your instincts and do your best to remove yourself from the situation. If you see someone else in an uncomfortable situation, it is your responsibility as an employer to check in with them and ensure that they are comfortable and not feeling pressured.Finally, it is important to take steps to reduce the potential for sexual tension at a Christmas party. To do so, it is important to ensure that the atmosphere of the party is professional and that suggestive conversation and behavior is not tolerated. If desired, a “no alcohol” policy can be designated to reduce the potential for overindulgence in alcohol, which can increase the chances of risky sexual behavior.


Christmas parties can be a time of great joy and revelry but, unfortunately, they can also present a range of risks due to alcohol consumption and sexual tension. The best way to reduce the potential for harm is to be aware of the potential risks and to take steps to manage them. This includes drinking in moderation, understanding the signs of sexual tension, and ensuring that any sexual contact is consensual. By following these steps, you can ensure that your Christmas party is a time of joy and merriment and not one filled with regret.