Home / Festive party season 2026 – a reminder for employers
28th October 2026
Claire Treacy, Senior Associate
Contributors: Elen Roberts, Trainee Solicitor
As the festive season approaches, many employers will be planning parties and end-of-year celebrations. This year’s celebrations take on added significance because on the 30th October 2026 the law will change, meaning employers are subject to strengthened duties to prevent workplace harassment which includes harassment at work parties and events.
Previously employers needed to take “reasonable steps” to prevent sexual harassment in the workplace. Now employers must take “all reasonable steps” to prevent sexual harassment.
In addition, the duty now extends to preventing third-party harassment, including sexual harassment, which means employers, as well as being liable for the actions of their employees, can also be liable for harassment committed by third parties, such as customers, guests, suppliers, contractors, agency workers or anybody else that interacts with their employees. This is unless the business can demonstrate they took “all reasonable steps” to prevent the harassment.
Festive parties, team lunches and after-work events are likely to be regarded as taking place “in the course of employment”. This means employers will be liable for the actions of their employees and third parties at such events.
The strengthened harassment obligations mean that employers should be thinking proactively about risk prevention at their Christmas party and any other work-related event, rather than simply dealing with issues after they arise or thinking that they can only be on the hook for harassment that occurs in the actual workplace.
What amounts to “all reasonable steps” will depend on factors including the employer’s size, sector, working environment and resources. However, all businesses should be taking the following steps to reduce their exposure to harassment claims:
1. Recirculate key policies
In the weeks before any work event, employers should consider reissuing:
Circulating a reminder email before the event can also be effective in setting expectations and demonstrating the company’s commitment to maintaining professional standards. Showing that there is active communication of policies may assist in demonstrating that the employer has taken “all reasonable steps” to prevent harassment.
2. Remind staff that professional standards still apply at work events
A common misconception is that normal workplace rules do not apply at work events and parties. Employers should make it clear that the expected standards of conduct still apply, just as they would during normal working hours. This includes respect towards colleagues, customers, suppliers and venue staff.
3. Consider refresher training
Training employees on what amounts to harassment in the workplace, what standards are expected of employees and how to report harassment is key to demonstrating a business has taken “all reasonable steps” to prevent harassment. However, the training must be relevant and must be kept up-to-date.
Where harassment training has not been carried out recently, employers should consider providing refresher training before the festive season.
4. Have clear reporting lines
Ensure employees know how to raise a complaint of harassment and ensure that complaints are handled promptly and appropriately to encourage reporting and enforce expected standards. Managers should therefore lead by example and understand what is expected of them if a complaint is raised with them or they see an act of harassment taking place.
If you require advice on this change in the law, please contact Kuits employment team at [email protected] or 0161 832 3434.