The festive season is upon us, and with it comes the much-anticipated work Christmas party! It’s a wonderful opportunity to unwind, connect with colleagues outside the office, and celebrate the year’s successes. While we encourage everyone to enjoy this festive occasion, it’s essential to ensure everyone feels safe, respected, and included during these events.
With the new Sexual Harassment Preventative Duty now in effect, it’s more critical than ever to create a safe and positive environment for all employees.
Here’s our guide to balancing fun with responsibility this Christmas party season.
Why This Matters More Than Ever
The introduction of the Sexual Harassment Preventative Duty means employers have a proactive obligation to protect employees from harassment, including at social events and online. By taking steps to set clear boundaries, foster inclusivity, and ensure safety, you can enjoy the festive season without compromising the wellbeing of your team.
By following these simple do’s and don’ts, we can all enjoy the Christmas party season while ensuring safety, respect, and inclusivity.
Do’s for Employers
- Provide Drink Tokens: This helps manage alcohol consumption and keeps company spending under control and excessive drinking at bay.
- Ensure Safe Travel: Make sure employees have a safe way to get to and from the venue, consider buddying for shared taxis and buses for group where public transport isn’t as reliable or possible.
- Be Inclusive: Offer non-alcoholic drink options and ensure the event isn’t solely focused on alcohol.
- Set Behaviour Expectations: Remind staff of the company’s policies and appropriate conduct—they represent the business, even offsite and even when drinking.
- Celebrate Inclusivity: Recognise that not everyone celebrates Christmas; consider a more inclusive theme or alternative activities.
- Xmas Party Memo: Send out a memo to remind people of your policies, whats expected, the boundaries and how to report unacceptable behaviour.
Do’s for Employees
- Drink Responsibly: Be mindful of your alcohol intake to avoid any regrettable moments or ‘h’anxiety’ the next day.
- Plan Ahead: Arrange safe travel or accommodation to get home securely, does someone live near you who you can travel with?
- Socialise Thoughtfully: Use the opportunity to connect with colleagues—both new and familiar—in a positive way.
- Look Out for Others: Check in on your teammates and ensure everyone gets home safely.
- Call out unacceptable behaviour: Call out any behaviour you think to be unacceptable and stand up for your colleagues and your self if you think someone crosses the line and ensure any such behaviour is reported.
Don’ts for Employers
- Make Attendance Mandatory: Respect that some employees may not wish to attend for personal or cultural reasons.
- Focus Solely on Christmas: Acknowledge and respect that not all employees celebrate Christmas.
- Talk Shop All Night: Encourage light-hearted conversations unrelated to work to help employees unwind.
- Allow Offensive Behaviour: Monitor Secret Santa exchanges and other activities to ensure they are respectful and inclusive. Also call out any forms of unacceptable behaviour. Be the example you want to see.
Don’ts for Employees
- Engage in Harmful Banter: What might seem like a joke could easily cross the line, especially with alcohol involved. When we say cross the line it could be you and your employer who end up being the subject of a grievance as a result, or worse an Employmeny Tribunal for discrimination.
- Gossip: Avoid starting or engaging in gossip or spreading rumors; it can lead to unnecessary conflict and a negative work environment. Lead by example.
- Stay Silent on Misconduct: If you witness unacceptable behaviour, don’t hesitate to call it out. Role model what behaviours we expect to see.
- Discuss work related issues: Do not use the vulnerability of a drunk or vulnerable boss to explore pay rises of promotions, it is not the time or the place for this kind of conversation.
Creating a Positive and Respectful Atmosphere
Ultimately, the goal is to ensure everyone can relax, have fun, and celebrate in a safe and inclusive environment. By setting clear expectations, planning thoughtfully, and treating everyone with respect, employers and employees alike can enjoy the festivities without worry.
We’re Here to Help
If you’d like to know more about the new sexual harassment preventative duty, help with the new risk assessments, design and delivery of employee training, or need advice on handling workplace issues, Thrive Law is here to support you. Contact us at enquiries@thrivelaw.co.uk for a no-obligation chat of how we can add value to your existing team.
Let’s make this festive season one to remember—for all the right reasons! 🎄
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Disclaimer
Please note this blog is for reference purposes only and is only accurate at which the date it was published. It does not constitute legal advice and should not be relied upon as such. Specific Legal advice about your specific circumstances should always be sought separately before taking or deciding not to take any actions. Please contact us if you have any questions on enquiries@thrivelaw.co.uk.
