The venue is booked and the invitations are out. But have you decided who will step in if a guest behaves inappropriately, or who staff can speak to if something happens?
Since 30 October 2026, employers have been required to take all reasonable steps to prevent sexual harassment of their workers. Employers can also be liable for harassment by third parties, such as clients or customers, unless they took all reasonable steps to prevent it. A work Christmas party can fall within the scope of these duties, even if it takes place away from the office or outside normal working hours.
Here are five practical steps to consider before your event.
1. Assess the risks at your event
Think about who’s attending, how alcohol will be served and whether staff will be mixing with clients, suppliers or other guests. Consider whether junior staff might feel unable to challenge someone senior. Make a note of the risks you identify and what you’ll do to reduce them.
2. Set expectations before the party
Use the event reminder to let staff and guests know what behaviour is expected. Remind them that the same standards apply at work social events, and be clear about what that means in practice. Unwanted sexual comments, jokes or advances should be taken seriously.
3. Brief managers on what to do on the night
Agree who will step in if they see or hear about inappropriate behaviour. For example, if a client makes repeated sexual comments to a colleague, the manager should know how to intervene, support the colleague and involve the venue team if needed.
4. Make it easy to raise a concern
Tell staff who they can speak to on the night and how to raise a concern afterwards. Give them an alternative contact if the concern involves their line manager or the person you’ve named. Make clear that witnesses can speak up too.
5. Follow up promptly
If someone raises a concern, check what support they need and follow a fair process. Once you’ve dealt with it, consider whether anything should change before your next event.
What counts as reasonable will depend on your organisation and the risks at your event. These steps are a starting point for planning your party and a useful prompt to review how you prevent harassment throughout the year.
If you’d like advice on reviewing your policies, training or reporting procedures, get in touch with the Employment Law team at Robertsons Solicitors.