With Christmas fast approaching so are all the associated workplace parties and the winter weather, bringing with them additional obligations and risks for employers.
This article considers the ways in which employers can cater for and protect all staff over the festive period.
Inclusive Festivities: How to celebrate Christmas with cultural awareness and inclusivity
While many employees may celebrate Christmas, not all of them will, with some observing different holidays or choosing not to participate in the seasonal festivities at all.
It is important to recognise that other celebrations occur during this time, such as Hanukkah, Kwanzaa, Bodhi Day and the Solstice. Employers may choose to acknowledge the range of beliefs and celebrations by organising “holiday gatherings”, “end-of-year celebrations” or “winter socials”, instead of the usual “Christmas parties”. This will help all employees feel welcome and respected, irrespective of their beliefs, whilst also encouraging celebrations and get-togethers amongst staff.
It is also important to recognise that not everyone will feel comfortable attending events or joining in the celebrations, so ensuring that nothing is compulsory or forced will also help staff feel respected without any pressure or judgment.
When hosting events, it is important to ensure that staff feel welcome and comfortable. This will include having clear policies in place to encourage respectful behaviour and clear guidance on what behaviour is and is not tolerated. This will likely also apply to alcohol and dietary needs to ensure that everyone is catered for, whilst also ensuring that staff understand what is expected of them at workplace events.
Finally, it is important to consider locations and venues to ensure that all staff are able to access the event and attend if they wish to.
Third Party Harassment: Protecting staff during the festive rush
As Mark Roby of our Employment team has highlighted in his article, Sexual harassment in the workplace – new statutory duty, there are obligations which require employers to take reasonable steps to prevent sexual harassment. As set out within our article, Employment Rights Bill: What Employers Need to Know this duty is due to be extended from October 2026 to require employers to take all reasonable steps to prevent sexual harassment by third parties, as well as their own staff.
With the festive season fast approaching, it is important that employers have measures in place ahead of this to be able to demonstrate the steps they are taking to prevent sexual harassment in the workplace. Whilst the duties to take all reasonable steps and prevent harassment of third parties are not yet in place, taking proactive steps to work on this now will help foster an open and supportive culture before the changes come into force.
Such measures that can be taken, include updating policies so that staff are clear on what is expected of them, but equally how they can report any concerns they have. Providing training and encouraging open discussions is also important in fostering a good culture where staff feel supported and able to speak up and have their concerns heard.
Where staff are in public-facing roles or frequently in contact with third parties, it is particularly important to ensure that they feel comfortable being able to raise any concerns and for measures to be taken to reduce the risk of third-party harassment from occurring. This may include having clear zero-tolerance policies so that any third parties, including members of the public, entering the workplace understand what is expected of them. Sharing your policies on anti-harassment with clients, suppliers and contractors will help set the tone for your workplace and those entering it. If possible, try and work with those third parties to resolve any ongoing issues you may have.
Instigating anonymous surveys and working to implement any changes recommended or addressing any issues that arise out of the surveys will encourage staff to speak up in a way with which they may feel most comfortable.
The Stephens Scown our Employment team is experienced in dealing with these issues for both employers, and for individuals subjected to sexual harassment in their work. We can assist employers who wish to drive culture change on this subject, starting with having an up to date policy to support preventing sexual harassment in the workplace and delivering training as core actions. Our experienced litigators can also assist employers and employers to deal with related claims.
Our Sexual Harassment Support Package is designed to provide employers with the resources you need to assist your organisation in complying with the new duties.
Ethical Gifting: Values-driven generosity for the festive season
Along with the seasonal festivities, many employers will be looking at ways to send their staff gifts to recognise their work over the year.
It can be hard to find meaningful gifts that are not simply given to tick the box of “festive giving”. Some gifts to consider could be:
- Donations to support local charities, chosen by staff;
- Gifts from local businesses, building your business’ presence in the community; or
- Experience vouchers for staff to enjoy together within their teams.
Liaising with staff can be an excellent way to understand what they would like or benefit from and help them feel involved in decision making processes during the festive period.
Weathering the Storm: Employer duty of care in adverse conditions
As covered in our article, Employer Responsibilities Adverse Weather Conditions | Stephens Scown, the winter weather can bring with it many challenges for businesses and employers.
It is, therefore, important to consider policies currently in place and whether alternatives, such as remote working, can be implemented during periods of adverse weather to ensure that staff remain safe whilst attending work. Having clear communications around this, as well as risk assessments in place can also encourage staff to continue working during periods of adverse weather.
As well as adverse weather, the shorter days and poor weather can have a significant impact on mental health. Recognising this within the workplace and encouraging staff to take breaks during daylight hours and encouraging socialising within teams can help staff feel supported during the winter months. Setting up walking groups or access to wellness resources, such as yoga classes and mindful podcasts can also go a long way to supporting the mental health of staff.
If you require support in implementing or updating your policies, procedures or culture, please do get in touch with our Employment team on 0345 450 5558 or enquiries@stephens-scown.co.uk.