Posted Date: 2nd December 2024

The Worker Protection Act 2023 places increased responsibility on businesses to take ‘reasonable steps’ to prevent sexual harassment in the workplace.  Employers also have a general duty of care to protect workers, which includes from discrimination and harassment, and covers during work-related events.

Generally, there is an increased risk of harassment during work Christmas parties, which is linked to the (often) liberal consumption of alcohol. Employees will be ‘letting their hair down’ and often forget that the party is an extension of the workplace.

We don’t want to be the Christmas kill joy, work parties are a good way to engage with and reward your team, but they should also be a safe place for all employees. We’ve put together some tips below which you could use to help ensure they are.

1. Remind employees of your expectations

Send employees an email or letter the week before the party, reminding them of the standards they should adhere to, which could include drinking in moderation, adhering to the anti-harassment and bullying policy, no illegal drugs, not discussing work related problems and not acting in any way that would bring the reputation into disrepute.

2. Re-consider the free bar

To prevent employees from over consuming, perhaps consider drink vouchers to help limit the amount of alcohol employees will be drinking and be careful that there isn’t a pressure on employees to drink.

3. Don’t pressure employees to attend

Work events shouldn’t be mandatory, and employees shouldn’t be pressured to attend - they may already have a concern regarding being harassed.

4. Managers should be role models

Senior members of the team shouldn’t encourage excessive drinking or after parties.

5. Take action if someone crosses the line

If an employee’s behaviour is unacceptable, a manager should step in immediately, reminding the employee what is and isn’t acceptable behaviour.  A quick word in the ear often prevents a situation from crossing the line into something more serious. It would be advisable to check in with those involved during the next working day that there wasn’t anything more to it.

For anymore support on this subject, including a policy and letter for employees regarding behaviour at work related social events, please get in touch.