First published on Monday, October 21, 2024
Last updated on Tuesday, October 22, 2024
From the 26th of October 2024, employers will have a new legal duty to “take reasonable steps” to protect their workforce from sexual harassment.
So, with December round the corner, what preventative measures do you need to put in place for work socials like the Christmas do?
Let’s get into it…
Set clear expectations ahead of the event
Making sure everyone is aware of their expected behaviour and conduct is key. Your staff have their own social lives outside of work. But when it’s under your watch or on your time, make sure your employee handbook clearly sets out rules for professional conduct at work events.
Remember, work parties like the Christmas party are an extension of the workplace and therefore the employers will hold responsibility and accountability for what happens there.
Put a sexual harassment policy in place
Having a sexual harassment policy which clearly communicates your zero-tolerance stance on harassment is key.
Written guidance will educate employees and manages on the topic. It also helps outline everyone’s responsibilities for preventing and tackling sexual harassment both inside work and at work events.
Assess the risks
From the 26th of October 2024, risk assessments will be necessary to comply with the new duty to prevent sexual harassment.
As an employer, you should regularly conduct risk assessments on harassment in your workplace, particularly in customer-facing roles or sectors where harassment is more likely.
You’re unlikely to be able to meet your new preventative duties to take reasonable steps to prevent sexual harassment without carrying out risk assessments.
Not sure where to start when it comes to risk assessments? BrightSafe comes complete with 600+ risk assessment templates to help you meet your legal responsibilities. Learn more about BrightSafe’s risk management.
Train managers
Having office Christmas party rules in place is a fantastic way to prepare your employees for the social event. But how do you enforce these rules? It all starts with proper training.
To comply with new rules, it’s essential you put harassment training for your employers, managers or supervisors in place with an overview of the duties, guidance on assessing risks and what 'reasonable steps' could be taken to prevent sexual harassment in the workplace.
Limit alcohol consumption
Let’s face it, the holiday cheer often comes in the form of a drink or two. Or three. Or… Well, you get the idea. But as alcohol is scientifically proven to lower inhibitions employers need to be careful when encouraging or offering alcohol during a work party.
We’re not saying you have to go completely sober. But limiting alcohol consumption by providing drink tickets or hiring professional bartenders to control serving is advised.
Having a drugs and alcohol policy will set boundaries for employees when it comes to the inappropriate use of alcohol and sets expectations for the disciplinary process when rules are breached.
Need more HR support ahead of your work Christmas party?
When planning a Christmas party, it’s always best to get the right employment law advice to keep you compliant. Especially following the 26th of October when the new preventative duty to protect workers from sexual harassment is enforced.
Speak to your BrightAdvice team today on 0844 728 0180.
Not a BrightAdvice customer? Discover more about our expert advice line.
Alternatively, you can read more in-depth guidance on the law and your new duty to prevent harassment in our guide: Employers’ legal duty for sexual harassment prevention
