Christmas parties may be over and done with for 2018, but there’s a pretty good chance that they’ll roll around again in about a year’s time and of course Christmas isn’t the only time for an office party. So, when the next time comes for everyone in your organisation to let their hair down, kick back, and have fun, what should you do to ensure that you have all of the right structures in place?
Firstly, remember vicarious liability. Work parties fall into the category of work-related events, and that means that employers are liable for any acts of unlawful acts of discrimination, including sexual harassment, committed by employees. Whether such acts happen in the middle of the working day or at the end of a night out after much over-indulgence, the law is clear – if it’s on work-related time then it’s a work-related matter and the employer’s responsibilities apply.
What, you might ask, can you as an employer do to minimize risk in this area? Well, there are the obvious things like trying to make sure people don’t drink too much and ensuring that at least one responsible individual has an employer’s eye on proceedings. But beyond that you need to be able to demonstrate that you took all reasonable steps, so get your policies right, make them clear, make sure your staff knows them, and where necessary train people.
Including among such policies should be one relating to expected standards of behaviour in the workplace and at work-related social events. Possible penalties should be made clear, dismissal included, and as party time approaches you should ensure that your employees are reminded of what is expected of them.
Where sexual harassment is concerned you should have an anti-harassment policy that specifically includes work-related social events in its terms. Again, having it is not enough. As an employer it is your responsibility to ensure that every one of your employees knows about it.
Finally, if your party is going to take place on work premises you ought to look at whether you are insured. Public liability insurance will be a very sound investment in the event that someone decides to dance on a desk, falls off it and ends up with a broken ankle, or someone else gets drunk and decides to tinker with an important document that then gets sent out without anyone noticing. Don’t take the risk – make sure you’re covered.
If any of this seems like it will take all of the fun out of the event, think again. The opposite is true for the conscientious employer. Being certain that all of the necessary policies are in place and that every member of staff knows about them is the best way of all to be able to relax and enjoy a social event.
Have a question? Contact Alison via email for more information.
