Understanding and avoiding the risks with alcohol and a get together outside of work.

The mix of a work social event and alcohol can be fun, but employers are now being urged to exercise caution when organising such gatherings.

No employer wants to be a party pooper and stop staff having fun because after all a happy workforce can be a productive one.

But knowing and preventing the dangers and risks with work events at which alcohol is being served is essential.

The occasions can undoubtedly help workers to bond, but recently the Chartered Management Institute (CMI) is reported to have warned British businesses to cut down the amount of alcohol served at work social events to stop people from being inappropriate towards their colleagues [1 cied 15.5.23]

The CMI surveyed more than 1,000 managers at the end of April and is said to have found almost one in three managers (29 per cent) report they have witnessed inappropriate behaviour or harassment at work parties.

Thirty-three per cent of women surveyed said they had seen this behaviour, compared with 26 per cent of men.

Overall, two in five (42 per cent) said work parties should be organised around activities that do not involve alcohol. Younger people, aged between 16 and 34, were most likely to say this.

The warning from the CMI should be taken seriously because employers can be held responsible for employee bad behaviour at a work-related social event.

Employers have a legal duty of care to ensure the health, safety, and wellbeing of all employees [2 cited 15.5.23]

It means employers have an obligation to take all reasonable steps to avert any harm to staff, which covers work parties.

Practical and simple steps that can be taken could include providing adequate supervision, reminding staff in advance of the standards of behaviour expected and ensuring that if something does go wrong appropriate and proportionate action is taken.

An employer’s established policies and procedures should cover events that take place outside of the usual working environment.

What can go wrong has been highlighted in recent weeks with allegations of misconduct and rape levied against the Confederation of British Industry (CBI) [3 cited 15.5.23]

The organisation was first accused of rape after a 2019 work party on a boat on the River Thames, before a second allegation was made by a woman employed at an overseas office.

Police have launched an investigation into a dozen allegations of misconduct made against CBI managers by women.

An employee can be dismissed for an act of gross misconduct, which takes place at a social event.

In MBNA v Jones 2019, the employee was dismissed following an incident at a work event where he assaulted a colleague [4 cited 15.5.23]

The employee was found to have acted in breach of the company's policies and procedures on violence and aggression.

The Court of Appeal upheld the dismissal on the grounds that the employee's behaviour amounted to gross misconduct.

Events outside of the workplace with alcohol available can be enjoyable, but employers need to take reasonable steps to ensure staff do not misbehave.

Here we take a closer look at work social events and some related issues.

Is an employer going too far if it restricts alcohol at a social event?

Not really because, to reiterate, an employer has a legal duty of care to ensure the health, safety, and well-being of its employees at such events. It includes taking steps to manage the risks associated with alcohol.

As part of that duty it is a good idea for employers to have policies that make clear to employees the expectations around booze and events organised outside of work.

There are some ways, which admittedly may not be too popular, in which employers can help to ensure events do not get out of hand.

No one really wants to be the person who stops everyone else having a good time. But having a designated individual supervising the bar or limiting the number of drinks per employee may help to make sure everyone in attendance is on their best behaviour.

Having non-alcoholic drinks and food available at events can also help to ensure all members of staff behave appropriately.

Reminding staff about the dangers of over indulging with alcohol will make them aware of the fact they can enjoy themselves, but should act responsibly.

It is not unusual for senior members of staff to set the wrong example, so managers should be reminded of the need to lead by example.

What are the risks with a badly organised work social event?

There can be serious risks to both employer and employee.

Without any proper planning or guidance for staff there is always a danger of misconduct and inappropriate behaviour, which comes with excessive alcohol consumption.

A poorly organised event can pose a risk to the health and safety of employees if a venue is not suitable, lead to fights among staff or allegations of sexual harassment.

It can also cause reputational damage if bad behaviour is linked to employees of a particular business.

Organising events that are not inclusive and do not cater for the diverse needs of all employees could lead to claims of discrimination based on their race, gender, sexual orientation, or religion. All forms of discrimination are unlawful under the Equality Act 2010 [5 cited 15.5.23]

What happens outside of work can have an impact on what happens in the workplace. A carelessly organised work-related event that goes wrong can damage staff morale and lead to dissatisfaction and disengagement.

To avoid such risks, employers should ensure that work social events are properly organised.

What action should an employer take if an employee misbehaves at a work social event?

Follow the usual process to deal with any allegations of misconduct and serious misconduct. Act swiftly and appropriately.

An investigation should be conducted to establish the facts, which can include speaking to the alleged wrongdoer/s, witnesses and gathering information.

Depending on the nature of the allegation there may be a need to take formal disciplinary action.

Any action taken should be in line with an employer’s policies and procedures, which should reflect the good practice guidance detailed in the ACAS Code of Practice [6 cited 15.5.23]

It would also be a good opportunity for an organisation to review its policies for such  events to identify any areas, which may need improvement.

It is important for employers to act without delay to address any allegation of misconduct, in any setting, and to take reasonable and necessary action.

It can help to demonstrate a clear commitment to maintaining a safe and respectful workplace for all employees.

So what is the best advice for employers when organising a work event and alcohol is available?

Take appropriate steps to ensure any event is safe and enjoyable for all employees.

Members of staff should be made aware of the expectations regarding their behaviour when attending work events where alcohol is being served. Staff should be given guidelines prior to the event on responsible drinking, behaviour expectations and of the consequences if they misbehave.

It may not be popular, but provide non-alcoholic drink options to encourage responsible drinking and consider designating a responsible person to monitor the consumption of alcohol and to prevent employees from becoming drunk.

Ensure locations are safe and appropriate, and with the timing of the event make sure it does not interfere with work obligations.

No one should feel forced or pressured to attend if they do not wish to do so. There can be a wide range of legitimate and personal reasons why an employee does not want to attend an event outside of work.

The cultural and religious backgrounds of employees should be considered  when planning work events to ensure that it is inclusive and respectful of all employees.

Overall, work social events can be a positive and enjoyable experience, but it is important for employers to carefully plan and manage them to minimise any potential risks.

The mix of a work social event and alcohol can be fun, but employers are now being urged to exercise caution when organising such gatherings.

No employer wants to be a party pooper and stop staff having fun because after all a happy workforce can be a productive one.

But knowing and preventing the dangers and risks with work events at which alcohol is being served is essential.

The occasions can undoubtedly help workers to bond, but recently the Chartered Management Institute (CMI) is reported to have warned British businesses to cut down the amount of alcohol served at work social events to stop people from being inappropriate towards their colleagues [1 cied 15.5.23]

The CMI surveyed more than 1,000 managers at the end of April and is said to have found almost one in three managers (29 per cent) report they have witnessed inappropriate behaviour or harassment at work parties.

Thirty-three per cent of women surveyed said they had seen this behaviour, compared with 26 per cent of men.

Overall, two in five (42 per cent) said work parties should be organised around activities that do not involve alcohol. Younger people, aged between 16 and 34, were most likely to say this.

The warning from the CMI should be taken seriously because employers can be held responsible for employee bad behaviour at a work-related social event.

Employers have a legal duty of care to ensure the health, safety, and wellbeing of all employees [2 cited 15.5.23]

It means employers have an obligation to take all reasonable steps to avert any harm to staff, which covers work parties.

Practical and simple steps that can be taken could include providing adequate supervision, reminding staff in advance of the standards of behaviour expected and ensuring that if something does go wrong appropriate and proportionate action is taken.

An employer’s established policies and procedures should cover events that take place outside of the usual working environment.

What can go wrong has been highlighted in recent weeks with allegations of misconduct and rape levied against the Confederation of British Industry (CBI) [3 cited 15.5.23]

The organisation was first accused of rape after a 2019 work party on a boat on the River Thames, before a second allegation was made by a woman employed at an overseas office.

Police have launched an investigation into a dozen allegations of misconduct made against CBI managers by women.

An employee can be dismissed for an act of gross misconduct, which takes place at a social event.

In MBNA v Jones 2019, the employee was dismissed following an incident at a work event where he assaulted a colleague [4 cited 15.5.23]

The employee was found to have acted in breach of the company's policies and procedures on violence and aggression.

The Court of Appeal upheld the dismissal on the grounds that the employee's behaviour amounted to gross misconduct.

Events outside of the workplace with alcohol available can be enjoyable, but employers need to take reasonable steps to ensure staff do not misbehave.

Here we take a closer look at work social events and some related issues.

Is an employer going too far if it restricts alcohol at a social event?

Not really because, to reiterate, an employer has a legal duty of care to ensure the health, safety, and well-being of its employees at such events. It includes taking steps to manage the risks associated with alcohol.

As part of that duty it is a good idea for employers to have policies that make clear to employees the expectations around booze and events organised outside of work.

There are some ways, which admittedly may not be too popular, in which employers can help to ensure events do not get out of hand.

No one really wants to be the person who stops everyone else having a good time. But having a designated individual supervising the bar or limiting the number of drinks per employee may help to make sure everyone in attendance is on their best behaviour.

Having non-alcoholic drinks and food available at events can also help to ensure all members of staff behave appropriately.

Reminding staff about the dangers of over indulging with alcohol will make them aware of the fact they can enjoy themselves, but should act responsibly.

It is not unusual for senior members of staff to set the wrong example, so managers should be reminded of the need to lead by example.

What are the risks with a badly organised work social event?

There can be serious risks to both employer and employee.

Without any proper planning or guidance for staff there is always a danger of misconduct and inappropriate behaviour, which comes with excessive alcohol consumption.

A poorly organised event can pose a risk to the health and safety of employees if a venue is not suitable, lead to fights among staff or allegations of sexual harassment.

It can also cause reputational damage if bad behaviour is linked to employees of a particular business.

Organising events that are not inclusive and do not cater for the diverse needs of all employees could lead to claims of discrimination based on their race, gender, sexual orientation, or religion. All forms of discrimination are unlawful under the Equality Act 2010 [5 cited 15.5.23]

What happens outside of work can have an impact on what happens in the workplace. A carelessly organised work-related event that goes wrong can damage staff morale and lead to dissatisfaction and disengagement.

To avoid such risks, employers should ensure that work social events are properly organised.

What action should an employer take if an employee misbehaves at a work social event?

Follow the usual process to deal with any allegations of misconduct and serious misconduct. Act swiftly and appropriately.

An investigation should be conducted to establish the facts, which can include speaking to the alleged wrongdoer/s, witnesses and gathering information.

Depending on the nature of the allegation there may be a need to take formal disciplinary action.

Any action taken should be in line with an employer’s policies and procedures, which should reflect the good practice guidance detailed in the ACAS Code of Practice [6 cited 15.5.23]

It would also be a good opportunity for an organisation to review its policies for such  events to identify any areas, which may need improvement.

It is important for employers to act without delay to address any allegation of misconduct, in any setting, and to take reasonable and necessary action.

It can help to demonstrate a clear commitment to maintaining a safe and respectful workplace for all employees.

So what is the best advice for employers when organising a work event and alcohol is available?

Take appropriate steps to ensure any event is safe and enjoyable for all employees.

Members of staff should be made aware of the expectations regarding their behaviour when attending work events where alcohol is being served. Staff should be given guidelines prior to the event on responsible drinking, behaviour expectations and of the consequences if they misbehave.

It may not be popular, but provide non-alcoholic drink options to encourage responsible drinking and consider designating a responsible person to monitor the consumption of alcohol and to prevent employees from becoming drunk.

Ensure locations are safe and appropriate, and with the timing of the event make sure it does not interfere with work obligations.

No one should feel forced or pressured to attend if they do not wish to do so. There can be a wide range of legitimate and personal reasons why an employee does not want to attend an event outside of work.

The cultural and religious backgrounds of employees should be considered  when planning work events to ensure that it is inclusive and respectful of all employees.

Overall, work social events can be a positive and enjoyable experience, but it is important for employers to carefully plan and manage them to minimise any potential risks.