Promoting Safe and Respectful Conduct at Work Christmas Parties

As the festive season approaches, many organisations will be hosting Christmas parties to celebrate the year’s achievements and bolster team spirit. While these events are a valuable opportunity to build morale and camaraderie, it is essential for employers to ensure that workplace standards of behaviour are upheld.

This introduced a proactive duty for employers to take reasonable steps to prevent sexual harassment and applies to colleagues, third parties (e.g. clients, customers) and in the context of Christmas parties, any attendees that are in the venue carrying out a duty, such as hospitality staff.

Employment tribunals can increase compensation awards by up to 25% if employers fail to meet the duty.

Will seek to raise the standard from “reasonable steps” to “all reasonable steps” and reintroduce liability for third-party harassment across all protected characteristics.

It is also intended that there will be whistleblowing protections for disclosures of sexual harassment and any NDAs preventing disclosures of harassment may be rendered void.

1. Remind Staff of Expected Conduct - Christmas parties, even when held off-site or outside of working hours, are considered extensions of the workplace. Employers should remind employees that professional standards of behaviour apply, including respect for not just colleagues, but all attendees.
2. Alcohol and Responsible Consumption - If alcohol is served, employers should encourage responsible drinking and consider providing non-alcoholic alternatives.
3. Clear Communication of Policies - Reiterate relevant policies - such as those on bullying and harassment, social media use, and disciplinary procedures - prior to the event. This can be done via email, intranet bulletins, or team briefings.
4. Post-Event Conduct - Employers should be prepared to address any incidents that occur during or after the party, including those shared on social media. Ensure that employees know how to report concerns and that any complaints will be taken seriously and investigated appropriately.
5. Inclusivity and Accessibility - Consider the diverse needs of your workforce when planning the event. This includes dietary requirements, accessibility, and cultural sensitivities. Participation should be voluntary, and no employee should feel pressured to attend.

Work Christmas parties should be enjoyable and inclusive celebrations. By taking proactive steps to communicate expectations and safeguard employee wellbeing, employers can help ensure a positive experience for all.

If you would like support in drafting communications or reviewing your policies ahead of the festive season, please get in touch with Ruby Rai, Head of the Employment team.