The works Christmas Party is a time for joy, celebration, and coming together to close out the year. Work Christmas parties are often a highlight, providing an opportunity for team bonding and a chance to celebrate successes. However, they can also present challenges—one of the most serious being the risk of inappropriate behaviour, including sexual harassment.
Legislation on sexual Harassment changed on 26th October 2024. This placed a preventative duty on employers to take all reasonable steps to prevent sexual harassment occurring in the workplace. Employers have a vicarious liability for the actions of their staff, and this includes at the Christmas party. It is the responsibility of both employers and employees to ensure that the work’s Christmas party remains a safe, respectful, and enjoyable event for everyone.
Don’t forget your function should embrace your whole workforce. Where you chose to have your party may exclude certain employees. If you are thinking of having your Christmas party in the local pub, is this excluding those that do not drink alcohol, maybe it excludes your younger workers and pregnant employees for example.
So, what can you as an employer do?
Before the Christmas party, clearly communicate the standards of behaviour expected from all employees. Whilst the event may take place outside of regular work hours, it is still a work-related function and workplace conduct and polices apply. Sending an email or have a team meeting reminding staff of the behaviour standards expected and empathise that harassment of any kind will not be tolerated. Encourage your employees to celebrate responsibly.
Don’t forget to review and reinforce policies. Following the update in sexual harassment legislation this should have been done recently but it is good to check that employees are aware of the policies and reiterate how incidents can be reported and addressed.
The Risk Assessment identified as part of the new legislation needs to be updated and include how the risks have been minimised to prevent sexual harassment from occurring including third party harassment at the party. Other important policies to review and update ahead of the Christmas party include, work related social media policy and staff relationship at work policy.
Where an incident does occur at the Christmas party ensure that this is dealt with appropriately following your internal policies. Don’t take action in the heat of the moment either – that rarely ends well.
The work Christmas party should be a time for fun, connection, and celebration. By taking proactive steps to prevent sexual harassment, employers can ensure that the event is safe, respectful, and inclusive for everyone.
When everyone understands their responsibilities and expectations, the Christmas party can truly be a time of cheer—free from unwanted incidents that could cause harm.
If you need any help with your risk assessments for your Christmas party, please do get in touch
The works Christmas Party is a time for joy, celebration, and coming together to close out the year. Work Christmas parties are often a highlight, providing an opportunity for team bonding and a chance to celebrate successes. However, they can also present challenges—one of the most serious being the risk of inappropriate behaviour, including sexual harassment.
Legislation on sexual Harassment changed on 26th October 2024. This placed a preventative duty on employers to take all reasonable steps to prevent sexual harassment occurring in the workplace. Employers have a vicarious liability for the actions of their staff, and this includes at the Christmas party. It is the responsibility of both employers and employees to ensure that the work’s Christmas party remains a safe, respectful, and enjoyable event for everyone.
Don’t forget your function should embrace your whole workforce. Where you chose to have your party may exclude certain employees. If you are thinking of having your Christmas party in the local pub, is this excluding those that do not drink alcohol, maybe it excludes your younger workers and pregnant employees for example.
So, what can you as an employer do?
Before the Christmas party, clearly communicate the standards of behaviour expected from all employees. Whilst the event may take place outside of regular work hours, it is still a work-related function and workplace conduct and polices apply. Sending an email or have a team meeting reminding staff of the behaviour standards expected and empathise that harassment of any kind will not be tolerated. Encourage your employees to celebrate responsibly.
Don’t forget to review and reinforce policies. Following the update in sexual harassment legislation this should have been done recently but it is good to check that employees are aware of the policies and reiterate how incidents can be reported and addressed.
The Risk Assessment identified as part of the new legislation needs to be updated and include how the risks have been minimised to prevent sexual harassment from occurring including third party harassment at the party. Other important policies to review and update ahead of the Christmas party include, work related social media policy and staff relationship at work policy.
Where an incident does occur at the Christmas party ensure that this is dealt with appropriately following your internal policies. Don’t take action in the heat of the moment either – that rarely ends well.
The work Christmas party should be a time for fun, connection, and celebration. By taking proactive steps to prevent sexual harassment, employers can ensure that the event is safe, respectful, and inclusive for everyone.
When everyone understands their responsibilities and expectations, the Christmas party can truly be a time of cheer—free from unwanted incidents that could cause harm.
If you need any help with your risk assessments for your Christmas party, please do get in touch
