Managing Sexual Harassment Risk at Christmas and End-Of-Year Parties: HR Tips

Following the introduction of the sexual harassment preventative duty in October 2024, employers now have a legal obligation to take active steps to prevent sexual harassment at work. This duty extends to off-site events like Christmas parties.

We look at how HR teams can mitigate the risk of sexual harassment at Christmas and End-of-Year parties whilst still putting on a cracking festive do!

Why Christmas and End-Of-Year Parties Pose a Higher Risk

Seasonal celebrations often involve alcohol, relaxed boundaries, and environments where professional norms blur. These conditions can increase the risk of inappropriate behaviour, misunderstandings, and breaches of dignity at work. Failure to take preventative steps could expose employers to legal challenges and reputational damage.

Key Steps HR Teams Can Take

1. Conduct a risk assessment

Identify potential risks associated with the party (e.g., alcohol consumption, venue setup) and document your mitigation strategies.

2. Manage alcohol consumption

Consider removing wine from tables or replacing an open bar with drink vouchers to help moderate intake and reduce incidents related to lowered inhibitions.

3. Communicate your expectations

Send out a pre-event reminder about your sexual harassment policy, including how to report any issues.

Designate trusted individuals at the event who employees can approach if they feel uncomfortable or need support.

4. Consider third-party risks

Remember that harassment could come not just from colleagues, but also venue staff or guests from other businesses, especially at shared events.

Final Thoughts

Being proactive will help you meet your new legal obligations and protect both your employees and your business reputation. With the right groundwork in place, the Christmas or End-Of-Year party could even be good fun!

Watch Our Podcast on Christmas and End-Of-Year Parties