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Expert providers of independent workplace investigations into grievances, disciplinary issues and whistleblowing concerns for UK based organisations including the investigating of allegations of sexual harassment and other sensitive and complex complaints

Christmas events and reduced staffing, unfortunately, do not pause workplace obligations.Misconduct and grievances still...
22/12/2025

Christmas events and reduced staffing, unfortunately, do not pause workplace obligations.

Misconduct and grievances still need to be handled properly, even over the festive period.

Each December I see the same issues arise:

• Inappropriate behaviour at workplace events
• Allegations raised just before offices close
• Investigations delayed until January, increasing risk

Early, proportionate steps matter, even if the full investigation happens later.

Practical considerations include:
• Taking initial accounts promptly
• Preserving evidence
• Avoiding informal “we’ll deal with it later” decisions
• Ensuring independence, particularly if matters are sensitive or involve senior members of staff.

Getting this stage right protects both the organisation and the individuals involved.

If an issue arises over Christmas and you’re unsure how to proceed, it’s often worth taking independent advice early even if formal steps wait until the New Year.

’Tis the season… for my annual “bah humbug” reminder about Christmas parties 🎄When wading through hundreds of Employment...
09/12/2025

’Tis the season… for my annual “bah humbug” reminder about Christmas parties 🎄

When wading through hundreds of Employment Tribunal cases involving Christmas parties and other work-related social events, what stands out is how many employers were unaware that these events are legally treated as an extension of the workplace.

In 2021 there were over 20 tribunal cases referencing Christmas parties; in 2024 there were around 10 and the numbers are expected to rise again.

Why?

Because, from October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a new proactive duty on employers to take reasonable steps to prevent sexual harassment. Tribunals will also be able to uplift compensation by up to 25% where employers fail to do so.

This obligation applies not just to day-to-day work, but to all work-related events, including Christmas parties, team lunches, away days and client entertainment.

And it’s not only about obvious misconduct:

• Harassment by colleagues or third parties

• Unwanted or inappropriate behaviour often fuelled by alcohol

• It can also include Employees being excluded or “snubbed” from events for reasons connected to protected characteristics

All of these scenarios can create legal risk and lead to claims, as highlighted in the attached media coverage.

What employers should do now:

✔ Remind staff that conduct expectations apply at work events

✔ Ensure relevant policies are up to date and communicated

✔ Brief managers on their responsibilities before, during and after events

✔ Provide inclusive options (venue, timings, alcohol-free choices)

✔ Have a clear route for concerns to be raised and followed up impartially

Handled well, festive events should strengthen culture, not lead to grievances or investigations.

If you need advice on drafting guidance for your team or require an independent investigator, should an issue arise, we would be happy to help.

The link to the article is in the comments.

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