By Michael Dobson, Director of Sapphire HR
Christmas parties are a chance for colleagues to celebrate the year and spend time together outside the usual surroundings. But for employers, they also bring responsibilities that are easy to overlook when the focus is on festive entertainment.
My advice is to plan for the people as carefully as you plan the party. A little bit of preparation can help everyone enjoy the night and limit the risk of behaviour that causes real harm or leaves a business facing an Employment Tribunal claim.
One of the biggest misconceptions I’ve heard is that a work party is separate from work. No matter it takes place in the office, a restaurant, or a hotel, it’s still a work-related event. So, employers should deal with inappropriate conduct through their normal disciplinary procedures.
Alcohol can make matters more complicated. Someone might make an unwanted comment about a colleague’s appearance or cross a physical boundary. What feels like harmless banter to one person can leave somebody else feeling humiliated or unsafe.
Employers should remind staff of the standards expected before the event, including the consequences of serious misconduct. Providing non-alcoholic drinks and thinking carefully about how alcohol is served can also help manage risk. It is worth making sure everyone has a safe way to get home, too.
Since October 2024, employers have had a legal duty to take reasonable steps to prevent sexual harassment at work. From 30th October this year, that duty is strengthened to require all reasonable steps, alongside new protections relating to harassment by third parties like customers and clients.
For employers, the important point is that just having a policy is not enough. You need to consider the risks your people might face and what action would help prevent them.
That starts with reviewing your sexual harassment risk assessment and relevant policies. Are expectations clear? Do employees know how to report concerns? Do managers understand how to respond if something happens at the party, rather than waiting until everyone returns to work?
Training matters as well. Staff should understand what inappropriate behaviour looks like, while managers need to know how to intervene, record concerns, and seek advice.
If an incident does occur, it should be taken seriously and handled consistently, even if it happens late in the evening or involves someone senior.
A successful event should allow people to take part comfortably without feeling pressured to drink or join activities that conflict with their beliefs or needs. Think about accessibility, dietary requirements, and quiet spaces. Attendance should be voluntary, and employers shouldn’t make assumptions about who celebrates Christmas.
It’s also sensible to remind employees of any relevant social media rules. Photographs or videos shared without permission can cause embarrassment and create further problems after the event.
I would encourage businesses to review their policies and risk assessments now, rather than waiting until an incident highlights a gap. Brief managers on their responsibilities, communicate expectations clearly, and make sure staff know where to raise concerns.
At Sapphire HR, we help businesses put practical HR measures in place, from reviewing policies and assessing risks to advising on difficult employee relations issues. The aim is to protect people and give employers confidence that they are taking their responsibilities seriously.
A Christmas party should be something colleagues look forward to. With sensible planning and clear expectations, businesses end the year on a high without losing sight of the respect everyone deserves.
www.sapphire-hr.co.uk