Sleigh bells ring - are you listening?

December….the time of year when the talk in the office is less about sales figures and more about Secret Santa, tinsel and ‘Elf on the Shelf’. Whilst the prospect of gathering colleagues at a festive bash seems like an opportunity to “let loose”, there are still a few considerations employers should be mindful of, as party hosts.

Employers are responsible for the actions of their employees while they are at work, including those occurring during work-related events such as Christmas parties (and, in certain cases, staff-organised ‘after parties’).

The risks for employers are arguably greater this year, following the implementation of the Worker Protection Act on 26 October. As discussed in our recent e-bulletin about the Harrods Scandal, the Act introduced a new duty for employers to take reasonable steps to prevent sexual harassment of their employees in the course of their employment.

So, what can you do to ensure that the only thing inappropriate at your work Christmas party is Brendan from Accounts’ off-key rendition of Jingle Bells?

Here are some of our top tips:

Clear communication

It is easy to get carried away at events outside normal working hours, particularly if alcohol is involved. We recommend clearly communicating expectations ahead of the event. This could be as simple as sending an office wide email prior to the event reminding employees to have a great time over the festive season but that the same code of conduct applies.
 
Address the risks 

One of the key elements of the new duty is for employers to carry out a risk assessment to assess the risk of sexual harassment, and the Christmas party is no exception unless you want coal in your stocking! We recommend addressing the particular risk factors, for example excessive alcohol consumption, people meeting each other for the first time, and late-night travel arrangements.
 
Reporting channels
 
Ensure employees know how and where to report concerns but also ensure there is a culture of safety for those brave enough to speak up.
 
Policies 

New Year, New Policies? Don’t wait until after the bells chime for New Year to dust off those policies. If you really want to be prepared, we are offering a package which includes a template sexual harassment policy, template risk assessment for your use and more!
 
This package is available for £175+VAT and is certain to save you time and set the foundations for your business’s legal compliance and a stress-free festive period.
 
Yule be sorry, if you haven’t got your toy soldiers in a row, so if you would like to take up this offer, please get in touch, using the button below, or email employment@porterdodson.co.uk