Employer’s Guide to Christmas Parties: Location, Decorations, and Preventing Sexual Harassment

As of 26 October 2024, a new duty on employers to prevent their staff from being sexually harassed at work is now in force. The traditional Christmas workplace party, along with any work-related social event, can pose particular risks—especially when the venues are open to members of the public and where alcohol is being served.

If you are planning a work party to celebrate the festive season, it’s important to consider the risks of sexual (and other forms of) harassment that could potentially occur. Even though these events are outside of working hours and not on company premises, work parties are often considered extensions of the workplace. This means that you could be held vicariously liable for your employees’ actions at the event. Therefore, it’s always best to plan ahead and take all reasonable steps to prevent any form of harassment from happening.

Key Steps for Employers

Issue a Memo to Staff

Prepare and distribute a memo reminding staff that they are expected to treat each other with respect during the party and adhere to company behavioural policies. Encourage them to drink responsibly and conduct themselves appropriately, not only towards colleagues but also towards others in attendance, especially if the venue is open to the public. Be clear about who employees can speak to if they encounter any problems or witness inappropriate behaviour. Additionally, outline the potential consequences for inappropriate behaviour, including disciplinary actions.

Provide Non-Alcoholic Options

If you are paying for drinks, ensure that non-alcoholic options are available so that everyone can enjoy the event comfortably.

Train Managers

Speak with managers beforehand so that they are prepared to intervene if a staff member becomes overly intoxicated or starts behaving inappropriately. This proactive approach can help prevent situations from escalating.

Ensure Staff Are Trained

Remember that employers have a duty to prevent sexual harassment, and with the recent legislation coming into force, it is now an obligation to ensure all staff are trained on what constitutes sexual harassment and how it should be prevented. Additionally, make sure that relevant risk assessments have been conducted—both for the workplace and for the Christmas party venue—taking into account any factors that could lead to harassment, including third-party risks like other guests at a public venue.

Get Professional Support

Hopkins Solicitors can provide you with the help and support needed to navigate these requirements and ensure your company is prepared to defend any potential claim while meeting your obligations under the legislation. Contact our Employment Department to find out how we can help you ensure a safe and festive celebration for all.