Christmas parties are a welcome occasion to celebrate the close of a working year. They can also have higher risks of unwanted behaviour.
Employers should be aware that Christmas parties are work events and they have a positive duty to take “reasonable and proportionate” measures to eliminate sexual harassment at the party.
What steps can an employer take to fulfil that duty? Here are some reasonable steps an employer can take:
1. Communication clearly before the event…
- Workplace policies – ensure workplace policies are current, distribute them, provide refresher training, and explain to all staff they apply at the event.
- Respectful behaviour – explain that harassing behaviour will not be tolerated.
2. Plan the event responsibly…
- Venue – choose the event carefully, e.g. with good lighting and minimising private areas.
- Times – specify start and finish times and keep to them.
- Transport – arrange safe transport options so no one is stranded or isolated.
3. Food and beverages planning…
- Drinks – have food and non-alcoholic alternatives.
- Staff – use bar staff who are trained in responsible service of alcohol.
- Service of alcohol – limit the service of alcohol, with no exceptions for senior managers or for the person who is the ‘life of the party’.
4. Plan to supervise responsibly…
- Managers – should be made aware they need to model appropriate behaviour.
- Monitors – nominate responsible persons to monitor conduct and authorise them to appropriately intervene.
5. For when the event has ended…
- Explain there are no sanctioned work events after the finish time.
- Follow up any complaints or concerns.
- Assess what went well and what could be improved.
We hope these help your planning for a happy and successful Christmas party.
At WorkLegal our experienced team can answer your questions and put you on the right track. A range of fixed-price Initial Consultations will suit most people’s needs in quickly learning what their options are.