How UK Employees Feel About Workplace Socials

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Alex Miles 06 November 2025 minute read

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Workplace socials have long been a defining part of company culture. From after-work drinks to Christmas parties, they have been a way for teams to unwind, celebrate success, and build morale beyond the daily routine. For many businesses, these moments are seen as essential for team connection.

However, as the world of work evolves, so do employees' wishes and expectations. Hybrid working, generational shifts, and a stronger focus on wellbeing and inclusivity mean not every social format carries the same appeal it once did.

For businesses, this shift raises important questions about where social budgets should be allocated and how to ensure investment in culture delivers genuine value. For SMEs, whether already running socials or planning to introduce them as their teams grow, understanding the real impact of these events has never been more important.

To explore the current state of sentiment towards company socials, the team at Capital on Tap surveyed 2,000 employees across the UK to uncover how many socials businesses currently host, the types of events they run, and what employees actually want. The findings reveal which traditions still matter, which feel outdated, and what staff value most, from wellbeing days and flexible schedules to bonuses and more inclusive social activities.

Expert commentary from Alex Miles, Chief Operating Officer at Capital on Tap, rounds off the research, offering practical advice for SMEs on how to budget effectively, balance culture with cost, and design inclusive activities that align with today’s workforce values.

The current volume of work socials in the UK

From summer parties to after-work drinks, how often teams come together says a lot about how companies nurture connection and culture. Across the UK, the average company hosts around three socials per year, though this varies noticeably by location, company size, and industry.

Regionally, southern cities lead the way. Employees in Southampton attend the most workplace socials at 4.6 per year, followed by Bristol (4.1), Plymouth (3.6), and London (3.4). These cities tend to have a higher concentration of office-based roles and networking-focused industries, where regular social interaction is part of professional life.

At the other end of the scale, employees in Liverpool (1.4), Glasgow (2.3), and Brighton (2.4) attend the fewest, suggesting that smaller, more dispersed teams may have fewer opportunities to socialise outside of work.

Company size also makes a difference. Larger firms with over 250 employees host an average of 3.8 socials per year, supported by HR teams and structured budgets. In comparison, microbusinesses with fewer than ten employees host just 1.4.

Industry shows the biggest variations of all. The most socially active sectors include agriculture and farming (5.4 per year), sales and marketing (4.9), and arts and crafts (4.7), fields that thrive on collaboration, community, and creativity. In contrast, sectors such as real estate (1.1), personal care (1.7), and hospitality (1.8) host the fewest, likely due to demanding hours and customer-facing schedules that make coordination harder.

Despite these differences, most employees believe their company gets the balance right. Nearly half (44%) say the number of socials they have feels “just right”, while only 13% think there are too many and 23% feel there aren’t enough.

Employee attitudes towards company socials

Employee attitudes towards company socials offer a clear window into how workplace culture is evolving. Many still see them as a valuable way to build relationships and boost morale, but others admit to mixed feelings, with pressure, expectations, and generational differences shaping how comfortable people feel about taking part.

Appreciation for company socials remains generally strong, with almost half of employees (48.2%) saying they’re important for a positive culture, and 52.6% agreeing that they help them connect with colleagues they wouldn’t normally work with. Clearly, many still see these occasions as valuable opportunities to build relationships and boost morale.

Around one in three employees (35.6%) say they feel pressured to attend socials, and 34.2% worry they’ll be judged if they don’t. This sense of obligation is particularly strong among Gen Z employees, with 37.7% worrying about being judged for not showing up, compared to just 30.5% of Baby Boomers. A similar pattern emerges when it comes to comfort levels: 33.8% of Gen Z say they don’t feel able to say no to invitations, while only 26.9% of Baby Boomers feel the same.

When asked what might encourage greater participation, more than two in five employees (42.6%) say they’d attend more often if events were held during work hours, rising to 47.8% among Millennials. Another 45% say they’d be more likely to go if socials better reflected their personal interests, a figure that climbs to 52.2% among Gen Z and 52.1% among Millennials.

The findings show that while employees value social connection, many want these experiences to feel more flexible and relevant to them.

Inclusivity in workplace socials

Inclusivity isn’t just a moral box to tick, it’s fast becoming the benchmark of whether workplace culture feels authentic. The best company socials aren’t just about fun; they make everyone, regardless of personality, background, or working pattern, feel like they belong.

Encouragingly, most employees believe their company’s socials succeed in creating that sense of inclusion, with four in five (79%) agreeing that events cater well to different people. This suggests that many businesses are doing well to create spaces where employees feel comfortable connecting, though the findings reveal subtle differences in who feels most represented.

Rank	Categories	% who think their socials are inclusive of this
1	Different age groups	80.3%
2	New starters/less integrated staff	79.6%
3	Different religious backgrounds	77.6%
4	People with accessibility needs	75.3%
5	Parents/carers	72.8%
6	Non-drinkers	72.4%
7	Remote or hybrid workers	70.8%
8	Neurodivergent	69.4%
9	Introverts	66.1%
10	Socially anxious	65.5%

At the top of the list, employees say work socials across the UK are most inclusive towards different age groups (80%) and new starters (80%), suggesting that many companies are achieving what workplace socials set out to do: helping teams integrate across generations and welcoming new employees into the fold.

Encouragingly, inclusivity also remains high for different religious backgrounds (78%) and people with accessibility needs (75%), indicating that most workplaces are mindful of diverse participation when planning events.

However, with around one in five employees still feeling excluded, there’s room for improvement to ensure every social truly feels open to all.

At the lower end of inclusivity, around one in three employees (34%) believe their company’s socials are not entirely inclusive for introverts or for those who are socially anxious, suggesting that high-energy or crowded gatherings can leave quieter personalities on the sidelines. Likewise, around one in three employees (31%) feel workplace socials do not fully accommodate neurodiversity. To address this, employers could consider offering a mix of social formats, from smaller, low-pressure gatherings to virtual or interest-based events, ensuring everyone has the chance to participate in a way that feels comfortable and authentic to them.

The most and least popular types of workplace socials

When it comes to planning the social calendar, it can be tricky to know which events will truly resonate. From Christmas parties to team activity days, what kinds of socials do employees actually want to see on the calendar?

Social	% of people who say this is their preferred social	Social	% of people who say this is their least preferred social
Christmas parties	31.8%	Alcohol-led events (pubs, bars, parties)	22.5%
More frequent, smaller socials (e.g. coffee catch-ups, lunches)	15.8%	Events focused on drinks & mingling (e.g., pub nights, cocktail bars)	20.1%
Daytime events	15.3%	Wellbeing-focused (yoga, walks, fitness)	19.5%
Summer parties	14.9%	Creative/skills-based (cookery, escape rooms, workshops)	17.3%
Family-friendly events	14.7%	Activity days	16.4%
One big annual event	14.0%	Picnics	13.3%
Activity days	14.0%	Christmas parties	11.7%
A mix of small team socials	12.7%	Alcohol-free or low-alcohol events	11.6%
Creative/skills-based (cookery, escape rooms, workshops)	10.3%	Family-friendly events	10.0%
Alcohol-led events (pubs, bars, parties)	10.2%	One big annual event	9.2%

Traditional Christmas parties top the list as the most preferred social format, with 31.8% of employees selecting this as their favourite.

Smaller, more frequent gatherings such as coffee catch-ups or team lunches are also among the most popular choices (15.9%), reflecting a shift towards low-pressure, relationship-focused connections.

Daytime events (15.3%) and family-friendly occasions (14.7%) also rank among the most preferred, suggesting employees appreciate socials that fit more naturally around working life and personal commitments.

By contrast, alcohol-led events are falling out of favour. Over one in five employees (22.5%) list pubs, bars and parties among their least preferred types of work socials, while 20.1% say the same about events centred on drinks and mingling. This aligns with the finding that around one in three employees would attend more socials if alcohol weren’t the main focus, a clear signal that the “after-hours pub night” no longer works for everyone.

Overall, it’s clear that employees want choice and inclusivity over formality and frequency. For employers, that means reimagining team bonding beyond the annual big night out, creating a year-round mix of activities that make everyone feel seen, valued and involved.

Would employees trade the office Christmas party for something else?

For decades, the office Christmas party has been a hallmark of workplace culture, the annual moment when teams gather to celebrate success and close out the year together. But while these events still rank among employees’ favourite types of socials, attitudes are shifting.

Nearly nine in ten employees (89%) say they would now rather receive another benefit than attend a traditional Christmas party, signalling a broader move toward rewards that offer lasting value over one-night celebrations.

Rank	Preferred alternative to a Christmas party	% of employees selecting
1	Cash bonus	53.8%
2	Extra annual leave	35.1%
3	Gift card	28.9%
4	High-quality company gift	21.3%
5	Team lunch instead of a party	16.7%
6	Wellbeing voucher (gym, spa, therapy)	13.5%
7	Team budget to plan own celebration	12.8%
8	Donation to charity	11.3%
9	Rather have the Christmas party	10.6%
10	Contribution to professional development fund	7.7%

Over half of employees (54%) say they would rather trade the Christmas party for a cash bonus, while more than a third (35%) would prefer extra annual leave, pointing to a desire for flexibility and financial support over festivity.

Gift cards (29%) and wellbeing-focused perks such as spa or gym vouchers (14%) also featured, suggesting that employees increasingly value tangible or self-care rewards over traditional social gatherings.

Preferences vary across industries and generations. Gen Z employees are the most likely to prefer experiential or wellbeing-focused perks over traditional parties. One in five (20.2%) would choose a wellbeing voucher, such as a gym or spa session, while around a quarter (26.4%) would rather receive a high-quality company gift.

By contrast, Baby Boomers and Gen X show a clear preference for financial rewards and time off: over six in ten Boomers (61.2%) and nearly 60% of Gen X would choose a cash bonus over a Christmas party, with extra annual leave also ranking highly (39.6% and 37.5%, respectively).

Capital on Tap’s advice for budget-smart, inclusive socials

Company socials remain an important part of workplace culture, and the pressure to make them count can be daunting. Our research shows it’s harder than ever to strike the right balance, and with so much financially on the line, making smart, impactful choices has never mattered more.

According to GOV.UK guidance, companies can spend up to £150 per employee per year on annual events such as Christmas parties without triggering additional tax liabilities. This limit includes every related cost: food, drink, accommodation, transport, and entertainment. Exceed that threshold, and the entire amount becomes a taxable benefit, meaning your business could face significant PAYE and National Insurance charges. A £200 per head event, for instance, can end up costing closer to £380 once taxes are applied.

Alex Miles, Chief Operating Officer at Capital on Tap, shares advice on how SMEs can plan financially sound, inclusive events that bring people together without breaking the bank.

1. Plan with purpose and people in mind

Before allocating a budget, think about what your team values most. Our research shows that there is a strong appetite for inclusive, balanced activities such as daytime gatherings or family-friendly events. These options often cost less and appeal to a wider range of employees, particularly those who may not feel comfortable at alcohol-led socials. When planning with purpose, you ensure that every pound spent has a positive impact on engagement and connection.

2. Use your business credit card for every business expense

Keeping all party-related costs on your business credit card ensures every payment is traceable and categorised correctly. This makes expense reporting and VAT reclaim simpler and keeps your financial records clean if HMRC requests proof. Plus, using a business credit card allows SMEs to earn cashback or rewards on spending that can be reinvested into future team events or perks.

3. Track spending carefully

The £150 HMRC allowance covers every element of your event, including travel and accommodation. Track expenses per head carefully and stay compliant. For SMEs, this level of visibility helps prevent costly surprises and builds a culture of financial transparency.

4. Redefine what a reward looks like

With more than half of employees preferring cash bonuses or extra leave over parties, appreciation can be shown in many forms. Consider blending experiences with benefits, such as combining a low-cost social with a small gift or a wellbeing voucher. These gestures often carry greater perceived value while keeping you comfortably within HMRC’s limits.

5. Keep policies clear and consistent

To protect your business, create a simple policy for staff socials and expenses. Ensure it’s applied consistently, covers what’s included, and reinforces HMRC compliance. Always invite all employees, record every expense, and account for travel or accommodation in your total cost.

Alex concludes: “Company celebrations should be centred around connection, not just extravagance. By spending thoughtfully, planning inclusively, and keeping control of your finances, businesses can create memorable moments that reward hard work while staying financially smart”.