The holiday season is a time of fun, celebration and bonding. For many businesses this means hosting parties and events to thank employees and build workplace relationships.
But with the introduction of the Worker Protection (Amendment of Equality Act 2010) Act employers now have more to think about to make these events safe and compliant.
In this blog, we’ll explain the new law and give you practical tips to help you host your festive events, protect your employees, and mitigate risk.
What’s changed?
The Worker Protection Act from the 26th of October 2024 requires employers to take reasonable steps to prevent sexual harassment in the workplace. This means:
Proactive measures: Employers must prevent harassment, not just respond to it after it’s happened.
Wider liability: Employers are liable unless they can show they’ve done everything reasonably practicable to prevent sexual harassment.
Higher penalties: If found to be in breach, tribunals can award compensation uplifts of up to 25% so the stakes are higher than ever for non-compliance.
But importantly the definition of “workplace” includes offsite events so employers must be aware even at festive events.
Holiday Events: A Risk and an Opportunity
Festive events are a great way to engage employees and show appreciation. However, they also present unique challenges for employers in staying compliant.
Risks
Inappropriate Behaviour: Alcohol and casual settings can lead to harassment.
Third-Party Harassment: Guests, clients or vendors at events can also behave inappropriately and employers will be liable.
Policy Gaps: Outdated or unclear anti-harassment policies may not cover festive events.
Opportunities
By managing these risks proactively businesses can:
Strengthen workplace culture by showing you care about safety and respect.
Mitigate legal and reputational risk.
Build trust with employees by creating an inclusive environment.