The Christmas Party Conundrum

This article gives employers the key points to remember when booking your event this year.

We hope you have a safe, enjoyable and festive time, but if you don’t, you know we are always here to advise and help!

Sexual Harassment Laws

The Worker Protection Act 2023 introduced significant new responsibilities for employers.

It states that all employers must now take “reasonable steps” to prevent sexual harassment in the workplace.

If the company organised the Christmas party, it would be considered an extension of the workplace.

So what steps can you take to prevent sexual harassment at the Christmas party?

Firstly, make sure there is a designated person on hand at the event to go to in case of any incident.

This person should be a Senior Management team member, and everyone should know who this is in advance of the event.

Secondly, send out an “All Employee” memo prior to the event to explain the behaviours that you expect to be upheld by all members of the team.

Make sure everyone knows that anyone behaving in an unbecoming manner will be dealt with under the company’s Disciplinary Procedure.

Thirdly, try and choose an event that does not afford the opportunity to consume large amounts of alcohol.

It is a well-known phenomenon that alcohol can fuel unwanted behaviour, especially at parties where people forget they are representing the company.

Some alcohol is great; too much can be a nightmare.

Out of Sight, Out of Mind!

As an employer, it is really easy to forget about the team members who are not in the office or at work.

While it is understandable to forget about these people, neglecting these employees will likely create problems.

Make sure that anyone on maternity leave, with long-term sickness, and who has any other sustained absence from the working environment is invited and knows about the Christmas Party.

If you do not invite them, then this may count as an example of being excluded and could form part of a discrimination claim.

They may decline the invitation, but you should include all employees and workers contracted at the time of the event.

Make Sure Everyone Can Enjoy The Event

It may seem like a great idea to host a Christmas Party that involves physical activity or is held at an innovative location.

However, employers need to consider whether all of their employees, including any disabled, mentally, or physically impaired employees, could attend the event.

It is important to ensure that there is access for all employees.

This can be very easy to overlook in the excitement of putting on an event that is different or innovative.

It pays to take a bit of time to ensure that everyone can enjoy it.

Failure to do this could result in a discrimination claim against the employer.

Summary

There is more to think about this year when organising your Christmas Party or any other social company event.

It pays to stop and consider whether the company wants to provide unlimited alcohol and whether all employees can enjoy the event.

Don’t start 2025 with a Christmas Party hangover.

Start it with hearing about the memories of how great the event was and how everyone enjoyed it.

Please do let us know if you have any queries or questions about the new sexual harassment laws or about arranging company events by emailing jon@hrsmartuk.com or calling us on 01903 754107.