The work Christmas Party is often a highlight of the work calendar – a time to relax, celebrate achievements, and bond with colleagues. However, these festive gatherings can sometimes become a source of concern for employers, especially in light of new Sexual Harassment regulations that came into force in 2024. 1So, should you avoid Christmas parties altogether, or embrace them with a few precautions?
Why Christmas Parties Matter
Christmas parties are more than just social events; they can boost team morale, strengthen relationships, and show employees they are valued. They’re a great way to reflect on the year’s successes and foster a sense of belonging in the workplace. Avoiding them altogether could mean missing out on these benefits and might even disappoint employees who look forward to such occasions.
Plus, why penalise those who do behave in fear of those who might not (those are the issues that need addressing!).
The Risk Factor
However, when alcohol flows and professional boundaries blur, issues can arise. With the new Sexual Harassment regulations, employers now have greater accountability to prevent and address inappropriate behaviour in any work-related setting, including social events.
A Balanced Approach
Rather than avoiding Christmas parties, employers should take proactive steps to ensure they are enjoyable, inclusive, and safe for everyone. Here’s how:
- Set Expectations Early: Remind employees that while the Christmas party is a social event, it remains a work-related occasion. Share your company’s code of conduct and highlight expected behaviours ahead of time.
- Highlight New Regulations: Make employees aware of the strengthened regulations around sexual harassment, emphasizing that inappropriate behaviour will not be tolerated.
- Risk Assessment: Conduct a risk assessment regarding the Christmas party that highlights what the potential hazards could be and what prevention strategies you could put into place. This should include the risks associated with sexual harassment.
- Anti-Harassment Policies: This policy should be shared with all employees. The policy should clearly communicated a definition of what sexual harassment is and outline the procedures for reporting this and what the consequences can be for breaching this policy
- Effective Training: All employees should receive interactive anti-harassment training. Furthermore, managers should receive training on how to handle disclosures sensitively regarding harassment.
- Ensure Inclusivity: Make the event accessible to everyone, regardless of dietary preferences, cultural practices or personal circumstances.
- Foster a Culture of Accountability and Respect: Leadership should be actively engaged in promoting a harassment free workplace, ensuring that policies are enforced consistently, regardless of seniority.
- Have a Plan for Issues: Designate managers to oversee the event and be prepared to address any concerns promptly. This means that you need to ensure that you have clear investigation protocols established.
- Follow Up: After the event, gather feedback to identify what went well and any areas of improvement.
By taking a balanced and thoughtful approach, employers can create a Christmas party that employees enjoy without fear of inappropriate behaviour or misunderstandings. It’s an opportunity to showcase a respectful and inclusive workplace culture, even during celebrations.
Would you like to ensure your festive event aligns with workplace policies and regulations? Reach out to us at View HR for expert HR advice and guidance.
f the ViewHR team.
