The office Christmas party is meant to be a thank you. For many neurodivergent employees it can feel more like an endurance test: loud music, flashing lights, a crowded room, unfamiliar food, unclear social rules and a late finish. Some will grit their teeth and go, some will quietly stay away, and either way you’ve missed the point of the event.
A neuroinclusive party doesn’t need to be a quieter or duller one. It needs choice, clear information and a bit of forward planning. Here’s how to do it.
Choose the venue with sensory needs in mind
Sensory differences are common among autistic, ADHD and other neurodivergent people. A venue with one big loud room leaves nowhere to go when it gets too much.
- Look for a venue with more than one space, ideally including a quieter area away from the music.
- Ask about lighting. Can it be dimmed? Will there be strobes or flashing effects?
- Check how easy the venue is to find and get around, and share photos and a map in advance.
The principle is the same as in the office. Here’s why every workplace needs a quiet area.
Share the plan early
Uncertainty is draining. Send out a clear itinerary: start and finish times, when food is served, when speeches or games happen, the dress code and how people will get home. Make it clear that arriving late or leaving early is completely fine.
Daytime options, such as a team lunch, are worth considering alongside or instead of an evening party. They suit parents, carers and people who don’t drink as well.
Think about food and drink
Many neurodivergent people have strong preferences about food textures, smells and familiarity. Label dishes clearly, list ingredients, include some plain and simple options, and make sure there are good non-alcoholic drinks. Share the menu beforehand so nobody has to guess.
Make socialising optional, not compulsory
Unstructured mingling is hard work for lots of people. Structured activities like a quiz, a board game table or a craft activity give people something to do and talk about. Keep any games opt-in and never put anyone on the spot.
Our guide to small talk and neurodivergent employees explains why open-ended chat can be so tiring.
Ask people what they need
The simplest step is often skipped. Ask the whole team, not just people who have disclosed, what would make the event work for them. A short anonymous survey is a good start. Questions might cover:
- preferred time of day and length of event
- noise, lighting and crowd levels
- food and drink needs
- which activities people would enjoy, and which they’d hate
If someone does tell you about specific needs, thank them, keep it confidential, and confirm in writing what you’ll put in place. Follow through. It builds far more trust than any party.
Remember that adjustments aren’t only a nice gesture. Employers have a legal duty to make reasonable adjustments for disabled employees, and many neurodivergent people are covered. Our page on your legal responsibilities explains more.
Respect people who don’t come
Some people won’t want to come, however well you plan it. That’s fine. Don’t make attendance a measure of commitment, and think about other ways to say thank you, such as a voucher, an extra afternoon off, or a smaller team event.
The busy weeks before Christmas can also be draining for other reasons. Our article on sensory overload at work over Christmas has more practical ideas.
How Enna can help
A thoughtful Christmas party is a good sign of a neuroinclusive culture, but culture is built all year. Our Neurodiversity 101 training gives teams a shared understanding to start from, and our neuroinclusion audits show where your policies, events and environments are working and where they aren’t. Get in touch to book a call.
