Festive Parties and Work Events | Employment Law Advice

The festive season is fast approaching, and many organisations will be holding parties or work events in the coming weeks. It is a time for celebration, but for Employers, it also brings with it a set of legal responsibilities to ensure the safety and well-being of their Employees.  

An Employer needs to be mindful to make sure that they are complying with their existing responsibilities to protect their Employees. However, Employers also need to navigate the additional responsibilities that were introduced by the Worker Protection (Amendment of Equality Act 2010) Act 2023.  

These additional responsibilities have applied to Employers since 26 October 2024 which places a proactive duty on Employers to prevent sexual harassment. It is therefore important that an Employer takes reasonable steps to prevent sexual harassment, not only in the workplace but also at work-related events including but not limited to festive parties.

If an Employer fails to demonstrate that reasonable preventative measures were in place to prevent sexual harassment from taking place, an Employment Tribunal can increase any compensation awarded for sexual harassment by up to 25%.

It is important for an Employer to show that they have put plans in place prior to any event, undertaken a risk assessment and that all Employees have been advised on how they are expected to behave during a work-related event. It is imperative to make sure that all Employees are aware that they will be treated respectfully and that if any problems arise, that their Employer will step in to support them.

Please contact our Employment Solicitor Lisa Aitken on 07960 469988 or by email at LisaA@moore-tibbits.co.uk if you are an Employer in need of any advice regarding your work-related event and if you are an Employee in need of advice on your employment rights.

Article by: Lisa Aitken | Head of Employment Law