As organisations across the UK prepare for festive celebrations, it’s important to consider the legal and cultural responsibilities that accompany work‑related social events. The Christmas party may be a highlight of the year, but it can also be a time when employers face increased risks, particularly where alcohol is involved.
With the Worker Protection Act now in force, the landscape has shifted. The Act introduces a duty on employers to take reasonable steps to prevent sexual harassment, and this extends to events that occur outside the physical workplace but are still connected to employment.
How the Worker Protection Act Has Changed Employer Responsibilities
Since the Act came into effect last year, Bellevue Law has observed an increase in employers taking practical steps to mitigate the risk of misconduct at Christmas parties and similar gatherings. This shift reflects not only the legal obligations imposed by the Act but also a growing recognition of the significant emotional and professional consequences of inappropriate behaviour.
As our founder, Florence Brocklesby, explained in comments to International Employment Lawyer, employers are right to be thinking carefully about how to keep events both enjoyable and safe.
Setting Clear Expectations
One of the most effective preventative measures is clear communication. Employers should:
- Remind staff that workplace conduct expectations apply at work‑related social events.
- Reiterate anti‑harassment policies and how to raise concerns.
- Ensure managers feel confident and equipped to respond appropriately if issues arise.
These steps reinforce organisational values and help employees understand what is expected of them.
Managing Alcohol‑Related Risks
Alcohol is often at the heart of festive celebrations, but it is also one of the highest‑risk factors. Employers may wish to consider:
- Introducing alcohol token systems to help limit consumption.
- Ensuring ample food and non‑alcoholic alternatives are available.
- Designating sober team members who can help maintain a safe, supportive environment.
Some may view these measures as heavy‑handed, but the consequences of misconduct, especially sexual misconduct can be extremely serious. Each year, Bellevue Law supports individuals who have been harmed at work events, as well as employers dealing with the aftermath of incidents that could have been prevented.
The Impact on Individuals and Organisations
For those subjected to inappropriate behaviour, the emotional and psychological effects can be profound. Trust in employers can be severely damaged, and wellbeing significantly affected.
For perpetrators, misjudged behaviour particularly in regulated professional sectors can result in disciplinary action, reputational damage, and even the end of a career.
For employers, the fallout may involve legal claims, reputational harm, and a long‑term impact on workplace culture.
Creating Safe, Enjoyable Celebrations
None of this means Christmas parties need to become dull or overly policed. Rather, thoughtful planning enables teams to enjoy time together while ensuring everyone feels comfortable and respected.
Bellevue Law regularly advises organisations on how to navigate these responsibilities and minimise risk while maintaining positive workplace culture.
If your organisation would like guidance on managing staff events under the Worker Protection Act, we are here to help.
View the full article here Simply having a wonderful (compliant) Christmastime? – International Employment Lawyer
