Christmas parties are a great way to celebrate the hard work staff have put in throughout the year and strengthen moral within the workforce. However, they can also be a headache for HR professionals who are required to act on company policy regarding workplace relationships.
A recent survey of 2,000 UK workers by Your Sexual Health, the UK’s leading provider of private sexual health tests, found that workers really let their hair down during the Christmas party season. The study found that 3.2 million workers will sleep with a colleague at their staff Christmas party – and alongside sex between colleagues, over one in five workers (29%) have or would cheat on their partner with a client, colleague, or boss. This is where HR may need to step in.
The report revealed that UK workers are most likely to sleep with a colleague in a different department than where they work, or with someone who is of the same seniority as them. However, presents less of a challenge for HR professionals than sexual relations between employees and their bosses. One in twenty (5%) said they are most likely to sleep with their boss or direct line manager.
It is always important to remember that relationships between bosses and employees can be particularly problematic due to the inherent imbalance of power which often makes the victim more reticent to come forward and report any concerns. This dynamic can easily cross into territory where authority is misused, leading to ethical concerns and potential workplace conflicts. Organisations must tread carefully to ensure all parties feel respected and supported while maintaining professional boundaries.
Where is this activity taking place?
The most common places where staff are having sexual relations include at the staff members’ homes or in a hotel. Yet, of those who admit that they have had sex with a colleague, over one in twenty (6%) did so at their place of work.
Though the majority (90%) of people won’t get caught getting naughty in the office, one in ten will! For those who do get caught in the act, this could lead to awkwardness, embarrassment and even being fired.
What else are staff getting up to over the party season?
It’s not just sex that staff are having, the survey research found that employees will also be sexting, flirting, kissing and having full-blown affairs or relationships. Around one in five (19%) have kissed a colleague at a work party and the same number admit they have sexted a colleague. Of those who admitted to kissing a colleague, almost one in five (18%) admit to having a smooch in the office itself.
How can HR professionals approach inappropriate Christmas party fun?
1. On the Importance of Clear Policies:
Having well-defined and easily accessible workplace policies is critical. All employees need to understand the boundaries and expectations around workplace relationships and behaviour, particularly when it comes to social events where alcohol consumption can, in some cases, lower inhibitions. Organisations should proactively communicate these policies before the party season which would hopefully mitigate potential issues.
2. Guidance on HR Intervention:
When approaching a situation where a concern has been reported, intervention should be guided by clear evidence and context. It’s important to try and distinguish between verified incidents and workplace rumours to ensure that judgement is not clouded. If inappropriate behaviour occurs at a work-organised event, it should be addressed in accordance with company policy. However, when these events occur outside of work or in private settings, an organisation’s involvement becomes less clear and so the focus then really should be on how such actions impact the workplace environment.
3. On Addressing Misconduct by Senior Staff:
Dealing with inappropriate behaviour from senior staff requires a much more nuanced approach, organisations need to ensure that all policies are enforced consistently across all levels of the organisation. Misconduct is still misconduct regardless of position and should be dealt with appropriately. A failure to address any misconduct from a senior member of staff transparently and impartially, compromises workplace integrity and employee trust.
4. Suggesting Alternative Celebrations:
An increasing number of organisations are considering alternative celebrations that don’t centre around alcohol, which can often fuel inappropriate behaviour from employees. The rise of sober events offers an opportunity to create inclusive and fun gatherings that reduce the risk of HR challenges during the festive season.
