Is Your Company Responsible for What Happens at Work Events?

With the festive season approaching and office parties being planned, many employers might be wondering about their responsibilities when it comes to workplace events. From organised office parties to informal team gatherings, knowing where the boundaries of responsibility lie can help businesses avoid potential legal pitfalls.

Work Events Organised by the Employer

When it comes to official work events, such as company parties, team-building activities, or networking events, employers are generally responsible for what happens during these events. Even if they occur outside of regular working hours and off-site, these events are still considered an extension of the workplace. This means that employers could be held liable for incidents that take place, including:

• Discrimination or Harassment: Employers have a duty to protect employees from harassment and discrimination under the Equality Act 2010. This applies at work-related events, whether on or off company premises. If inappropriate behaviour, such as harassment or bullying, occurs at a work event, the employer could be held accountable.
• Health and Safety: Employers also have a duty to ensure the health and safety of their employees. This means that if an employee is injured at a work event, the company may be held liable if it’s found that reasonable precautions were not taken.
• Misconduct: Inappropriate behaviour, including excessive drinking, fights, or other incidents, can reflect poorly on the business and may lead to disciplinary action. Employers must ensure they have clear policies in place regarding acceptable behaviour at work events.

Informal Team Gatherings: Where Does Responsibility Lie?

What about informal events, such as when a team decides to organise a party or go out for drinks after work? The lines can be less clear, but employers still need to be mindful of their responsibilities:

• Connection to Work: If the gathering can be seen as a work-related event—such as a celebration of a team’s success or an extension of a work meeting—the employer may still hold some level of responsibility. Courts have previously ruled that where there is a sufficient connection between the event and the workplace, the employer could be liable for what occurs.
• Encouraging Good Behaviour: Even if the event isn’t officially organised by the company, employers should encourage employees to behave responsibly when socialising with colleagues. While it’s difficult to enforce behaviour at informal gatherings, clear policies on expected conduct can help set boundaries.

How Employers Can Manage Risks

1. Set Clear Expectations: Employers should communicate clear guidelines regarding behaviour at work events. This includes reminding employees of the company’s stance on discrimination, harassment, and alcohol consumption. Having a policy that applies to both official work events and informal gatherings can be helpful.
2. Provide Training: Training managers and staff on appropriate behaviour and the company’s policies on harassment and discrimination can prevent issues from arising. This also ensures that everyone knows what is expected of them, even outside of typical working hours.
3. Nominate Event Supervisors: For official work events, consider having a few responsible individuals who can oversee the event. They can help ensure things run smoothly and step in if any problems arise, such as employees drinking excessively or disagreements escalating.
4. Encourage Moderation: If alcohol is being served, encourage moderation by providing plenty of non-alcoholic options and limiting free drink tokens. Employers might also consider setting an end time for events to prevent things from getting out of hand.
5. Address Issues Promptly: If any incidents do occur, it’s important to address them promptly and fairly. Employers should investigate any complaints and take appropriate disciplinary action if necessary. This not only resolves the issue but also demonstrates the company’s commitment to a safe and respectful work environment.

Final Thoughts

Employers are responsible for ensuring that work events are enjoyable, safe, and free from harassment or discrimination. While informal gatherings might not carry the same legal obligations, they can still have repercussions for the business if problems arise. By setting clear expectations, providing training, and addressing any issues quickly, employers can minimise risks and ensure their employees feel supported and respected at all times.

Need Advice on Managing Work Events?

Our employment law experts can help you navigate your responsibilities when it comes to work-related events and provide guidance on developing clear policies to protect your business. Get in touch today to learn more.

Contact Us Today:

• Email: info@mylawsolicitors.co.uk
• Telephone: 01924 654194

Protecting your employees and business starts with understanding your responsibilities—let us help you prepare for a safe and enjoyable work event season.