Have you risk assessed your festive events!

28 November 2025

It’s that time of the year again were we get to celebrate festivities with our teams and time to allow our teams to relax and switch off from work. However, employers should not forget their legal duty to take reasonable steps to prevent sexual harassment. See below some areas which you should take into consideration, prior to any festive event taking place.

Assessing the Risk

Employers should ensure that a risk assessment is completed prior to any event taking place to ensure they document the measures they take to prevent sexual harassment.
This should include:

Consideration of current and previous feedback from employees.
Asking managers to identify any underlying concerns in their teams/potential risks
Foreseeing scenarios that could potentially lead to inappropriate behaviours

Additional consideration should be given to:

Venue: Festive events should be considered extensions of the workplaces, if you encourage your employees to attend an arranged festive event which you as an employer have paid for, you may then be vicariously liable for their actions, even if this event does not take place at your normal place of work.

Alcohol: Consider if alcohol is present, the effect this can have on employees and the potential for this to lead to inappropriate behaviour. Consideration may be given to what limits you can put in place or who will be responsible for managing alcohol that may be provided by the employer. Non-alcoholic drinks should be made available.
Overnight stays and travel: Some employers events may require overnight stays for employees and/or travel to and from the event. This is often later at night therefore employers should consider safety for all employees in particular the location of any accommodation and consideration should be given to transport options and arrangements on the night.
Power imbalances: Ensure that any power imbalances are identified and that all employees know what is expected of them.

Third Parties: Employers are required to take steps to prevent their employees from harassment by any third party which includes members of the public. Consideration should be given whilst planning any events so that the venue choice, location, activities can be altered to consider the safety of your employees.

Communicate & Set Expectations

Non-mandatory attendance – Make it clear that your employees are free to decline an invitation and don't need to provide a reason. (For events during the working day you should consider if employees who don't wish to attend are allowed to take the remainder of the day off or may be given time owed in lieu.)

Code of Conduct: Employees should be made aware of the expectation of behaviour in line with the code of conduct and that they represent the organisation at any event.
Management Responsibility: Communicate with managers to ensure they model appropriate behaviours and select management who will be responsible for monitoring behaviours and to intervene if required.
Refresh: You may want to take this opportunity to follow up on recent training provided to the team on sexual harassment, in particular explaining what sexual harassment is.
Reporting/Follow Up: There should be a clear reporting procedure for the event if employees witness or experience sexual harassment. Ensuring they have an awareness of the reporting process as well as post event reporting process. You may seek feedback from you team following the event to review if they felt safe or if there was anything that caused concern.
Third Parties: If anyone from a third party is invited to your festive event, you should consider issuing communication on the expected standards of behaviour at your event and the process that will be followed if any complaints in relation to sexual harassment are made.

If you require any advice or guidance in relation to this, please get in touch with the EVH HR Support Team by email hr@evh.org.uk