🎄 Pre-Christmas Work Events: Why Employers Must Manage Behaviour, Risk & Liability | Consensus HR
Herts & Beds HR & Employment Law Experts
www.consensushr.com
As we head into the festive season, many businesses are planning Christmas parties and work-related social events. But while these occasions are a great opportunity to thank teams and celebrate success, employers must remember that a workplace event is still considered an extension of the workplace — and therefore carries legal responsibilities.
Under the Equality Act 2010, the Health & Safety at Work Act 1974, and the employer duty to prevent sexual harassment, organisations can be held vicariously liable for incidents that occur at work-related events — even when employees are “off the clock”.
Common risks at festive events include:
• inappropriate behaviour
• harassment & sexual harassment
• bullying
• discrimination
• violence or physical misconduct
• alcohol-related incidents
• conduct bringing the organisation into disrepute
🎄 Why Employers Must Take This Seriously
The Equality and Human Rights Commission (EHRC) states that “in the course of employment” covers any situation sufficiently connected to work, including:
✔ The office Christmas party
✔ After-work drinks with colleagues
✔ Leaving do’s
✔ Conferences, training events or offsite meetings
Employment tribunals have repeatedly found employers liable for misconduct at events that take place outside working hours but are clearly linked to the workplace.
A key case, Bellman v Northampton Recruitment Ltd, confirmed that employers may be liable for employees’ actions where there is a sufficient connection between the individual’s role and the incident.
🎄 Practical Steps to Reduce Risk
Employers should take reasonable, proactive measures to limit liability and keep staff safe. This includes:
1️⃣ Use Clear Workplace Policies
Ensure staff know which policies apply at work events, such as your:
If you need these written or updated, we can help:
👉 https://www.consensushr.com/hr-support/
2️⃣ Provide Training
Regular refresher training on harassment, discrimination and expected standards of behaviour helps defend claims.
Training can be incorporated into your annual HR plan.
3️⃣ Issue Pre-Event Reminders
Before the event, remind staff about:
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Drinking responsibly
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Standards of behaviour
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Zero tolerance to harassment or discrimination
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Policies that continue to apply
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Where the Employee Handbook is stored
4️⃣ Manage Alcohol Sensibly
Consider:
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Limiting free alcoholic drinks
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Providing plenty of non-alcoholic options
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Avoiding “all-you-can-drink” environments
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Ensuring under-18s are not served alcohol
5️⃣ Appoint Managers to Monitor Behaviour
Assign a senior manager to discreetly oversee conduct, support staff, and respond promptly to concerns.
6️⃣ Plan Post-Event Arrangements
Avoid employees driving under the influence by promoting:
7️⃣ Enforce Zero-Tolerance Policies
If something happens — act on it.
Investigate, gather witness statements, and apply your disciplinary procedure consistently.
Failing to deal with issues swiftly and fairly increases legal risk.
💬 Comment from Matthew Chilcott – FCIPD, ACEL, BA (Hons)
Owner, Consensus HR – Your Outsourced HR & Employment Law Partner
“Every year, we see employers facing avoidable problems because Christmas parties are treated as ‘just a social event’. Legally, they are part of the working environment — and the employer’s duty of care still applies.
Taking simple, proactive steps before and during the event can prevent misconduct, reduce legal liability, and protect your team and your business. At Consensus HR, we help our clients plan inclusive, safe and legally compliant work events, ensuring everyone enjoys the festivities with minimal risk.”
🎄 Need Support Preparing for Your Christmas Event?
We can support you with:
✔ Policy writing & updates
✔ Pre-event staff communications
✔ Manager guidance
✔ Sexual harassment prevention planning
✔ HR training
✔ Handling incidents before or after events
📞 01438 576750
📧 [email protected]
🌐 www.consensushr.com
Helping you prevent people problems — all year round.
