The festive season is a time of celebration, but it also brings unique employment challenges for employers. Here’s what charity employers should keep in mind to manage risks and support a safe, positive end to the year.
As December approaches, many charities are planning festive and end-of-year celebrations. These events can support morale and reinforce a positive culture, but they also carry predictable risks around conduct, alcohol and the blurring of work and social boundaries. Charities face the additional pressure of maintaining the confidence of donors, beneficiaries, regulators and the wider community; a poorly handled incident can have reputational implications. With recent legal developments and more change ahead, this is a timely point for employers to take stock.
A recurring issue at this time of year is when employers may be legally responsible for conduct at parties, team meals, Secret Santa exchanges and other social activities. Liability for harassment arises where behaviour occurs “in the course of employment”, a concept the courts interpret broadly and with common sense.
“In the course of employment” does not simply mean during working hours or on work premises. Tribunals look at the real-world connection with work. Social events, gatherings immediately before or after work, work-related travel and situations where the working relationship explains why people...
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