If you think you've experienced or witnessed sexual harassment and want to talk to someone confidentially, contact NABS:

0800 707 6607 between 9am - 5.30pm
or email support@nabs.org.uk

Festive season party guide

The festive season is a time for celebration and connection, but it’s important to ensure that everyone feels safe and respected during the party season. We all have a role to play in creating environments where everyone can enjoy themselves without concern. This timeTo guide is for team members, senior leaders and employers offering practical advice to understand your rights, recognise inappropriate behaviour, and take action if needed. By working together, we can help make this holiday season one that’s joyful, inclusive, and free from sexual harassment.

By following these guidelines, you can help ensure a safe, respectful, and enjoyable festive party for everyone.

As of October 2024, The Worker Protection Act 2023 (Amendment of Equality Act 2010  has come into force in the UK. This legislation introduces a new duty on employers to take reasonable steps to prevent sexual harassment of their workers. Employers are now obligated to be proactive in tackling sexual harassment, with a ‘preventative duty’ requiring them to act.

This preventative duty covers harassment between workers as well as harassment by third parties, such as clients. Failure to comply with this duty constitutes a breach of the law. If an employer fails to take reasonable steps, the Equality and Human Rights Commission can take enforcement action. Additionally, if an individual’s claim of sexual harassment is successful, an employment tribunal may increase the amount of compensation awarded.

The Guide

Know your rights and company policies
  • Familiarise yourself with your company’s policies on sexual harassment, including the definition of sexual harassment, reporting procedures, and available support.
  • If company policies aren’t readily available, ask a manager or HR representative for guidance.
  • Make use of any training or resources provided by your company related to sexual harassment. If these are not available, refer to the timeTo code of conduct for guidance. Understanding what constitutes sexual harassment helps in recognising and responding to inappropriate behaviour. 
  • For questions or concerns about affordability and procedures regarding making expense claims or getting taxis, speak to your manager, finance, or HR team.
Recognise what constitutes harassment, practice self-awareness and respect boundaries
  • Unwelcome behaviour – understand that any unwelcome behaviour of a sexual nature, including touching, comments, or advances, can be considered harassment, so refrain from making sexualised comments or touching anyone without their explicit consent.
  • Power imbalance – recognise that harassment perpetuates power imbalances, undermines trust, and contributes to a culture of fear and inequality. 
  • Understand barriers to consent, such as alcohol, drugs, mental health issues, unconsciousness, or coercion.
  • Always obtain explicit consent before engaging in any sexual behaviour and ensure individuals feel free to leave situations without pressure or coercion.
  • Ongoing consent – remember that consent can be withdrawn at any point, and continued consent is necessary for any ongoing interaction.
  • Read the ‘Staying Safe’ section and the timeTo code of conduct for expected standards of behaviour.
  • Impact on others- consider how your actions might impact others. What you see as a joke or harmless flirtation could be deeply uncomfortable or threatening to someone else.
Stay safe and support each other
  • Have a support system in place for comfort and guidance if you encounter uncomfortable situations. You may also be a safe person for someone else.
  • If you see inappropriate behaviour, speak up if you feel safe doing so. Sometimes, a new perspective can help someone realise their actions are unacceptable. 
  • Attend timeTo’s bystander training programme, which gives people the knowledge, skills and confidence to effectively intervene and support their colleagues in situations involving sexual harassment and other inappropriate behaviours. 
  • Know the emergency contacts and procedures your company has in place for reporting incidents.
  • Ensure you have pre-arranged safe transport home from the event.
Seek help if needed
  • If you experience or witness any form of sexual harassment, document the incident, including dates, times, locations, and descriptions. This can support you should you decide to report the incident. 
  • Confide in a trusted colleague or manager who can help ensure your immediate safety and prevent further contact with the harasser.
  • If the harassment involves criminal conduct, such as sexual assault, consider reporting to the police.
  • Save the contact information for local authorities such as NABS, Rape Crisis, as well as any support hotlines or organisations that specialise in addressing sexual harassment and are listed at the end of the guide. Make sure you have contact details for people in your company and know your company’s processes for reporting harassment.
  • If you fear you may have crossed the line or are struggling with controlling your behaviour, seek professional help.
  • Participate in programmes or initiatives aimed at addressing sexual harassment and promoting healthy relationships and behaviour.
Respect difference
  • Celebrate diversity and work to create an inclusive environment by respecting people of all genders, backgrounds, and identities. Avoid discriminatory behaviour or language that could contribute to a hostile environment.
Understand the consequences
  • Acts of sexual harassment can result in severe consequences, including disciplinary action, termination of employment, and personal liability.
  • If your behaviour crosses into criminal conduct, such as sexual assault, it can lead to legal action and severe penalties.
Safely challenge harmful behaviour
  • Assess the safety of the situation before intervening.
  • Use distraction techniques or direct intervention as necessary. Intervention can include; interrupting to change the subject, challenging the behaviour safely e.g. “that comment could make someone feel uncomfortable/is a bit outdated”, refraining from laughing at inappropriate jokes, addressing the person’s behaviour in a non-confrontational manner or simply removing the targeted person from the situation e.g. “we haven’t caught up in ages, can I steal you away!”.
  • Check-in on the wellbeing of the person being harassed and offer support as they need it.
  • Document incident details for reporting purposes.
Stay vigilant
  • Remain vigilant throughout the party/event and trust your instincts. If something feels uncomfortable or inappropriate and you don’t feel safe, remove yourself from the situation and seek assistance if necessary.
Look after yourself
  • Prioritise your mental health. If you are sexually harassed or witness troubling incidents, seek safety and support from colleagues, authorities or NABS. Request time off to recover and seek help if needed. Remember, seeking help is a strength, and you are not alone.
Ensuring a safe environment
  • As senior leaders, managers, and HR representatives, your actions set the tone for the entire organisation. Demonstrating respectful behaviour towards all attendees and avoiding any behaviour that could be perceived as harassment is crucial in fostering a safe and inclusive environment. Here’s how you can lead by example:
Manage risk and establish clear policies and procedures
  • Before hosting or attending a festive season event, conduct a risk assessment to identify factors that may increase the likelihood of harassment and plan accordingly. For example:
  • Assess whether alcohol consumption might contribute to inappropriate behaviour.
  • Evaluate whether the venue layout allows for sufficient supervision and monitoring.
  • Consider the power dynamics between attendees, such as senior staff and more junior workers.
  • Ensure that your policies include clear anti-harassment guidance, outlining what constitutes harassment and the consequences of such behaviour. If you do not have a policy, you can use the template policy in the timeTo toolkit.
  • Ensure reporting procedures include detailed procedures for reporting incidents and make these policies easily accessible to all workers.
  • Address any third-party considerations, and include provisions for third-party harassment involving clients and freelancers in the procedures and reporting methods.
  • Prior to the festive season event, communicate clear expectations to all workers. State that inappropriate behaviour, including sexual harassment, will not be tolerated. Everyone deserves to feel safe at a party, and that means setting clear expectations and guidelines.
Educate and train staff
  • Provide regular training by expert trainers: timeTo’s extensive experience in training individuals within the advertising and marketing industry fosters lasting behaviour and culture change. 
  • Encourage staff to understand their rights and responsibilities regarding harassment.
  • Make staff aware of the consequences of excess alcohol consumption. Overconsumption of alcohol can impair judgement and lead to inappropriate behaviour.
Designate points of contact
  • Designate specific individuals or teams as points of contact for any concerns related to sexual harassment during parties.
  • Ensure these contact details are available to all staff 
  • Implement regular check-ins to ensure everyone feels safe and supported.
Plan for safety
  • Choose safe and secure venues for parties.
  • To ensure safe travel to and from the event,  encourage everyone to consider group travel whenever possible. Travelling together not only enhances safety but also fosters a sense of community. For individual travel needs, ensure the company’s expenses policy covers reasonable transportation expenses, including taxis, rideshares, and accommodations if necessary.
Lead by Example
  • Demonstrate respectful behaviour towards all attendees and avoid engaging in or condoning any behaviour that could be perceived as harassment.
  • Use language that is inclusive and respectful. Avoid jokes, comments, or remarks that could be construed as offensive or discriminatory.
  • Be mindful of personal space. Avoid unnecessary physical contact and always ensure that any physical interaction, such as handshakes or pats on the back, is appropriate and welcomed by the other party.

Show genuine interest in conversations with workers. Listen actively without interrupting and validate their feelings and experiences.

Avoid inappropriate behaviour
  • Keeping interactions professional, and refraining from making suggestive comments can create a more comfortable and safe environment.
  • Consume alcohol responsibly. Avoid excessive drinking that could impair your judgement and lead to inappropriate behaviour.
  • Maintain professional boundaries at all times. Avoid situations where your actions could be misinterpreted as favouritism or undue familiarity.
Promote a culture of accountability
  • Be vigilant in observing interactions among workers and with external parties during the event. Intervene promptly if necessary and safe to do so.
  • If you witness any inappropriate behaviour, address it immediately. Let your team see that harassment and misconduct are not tolerated and will be dealt with promptly.
  • Make it clear that workers can come to you with their concerns. Foster an open-door policy where staff feel comfortable reporting any incidents without fear of retaliation.
  • Ensure that all reports of harassment are handled with transparency and fairness. Follow through with appropriate investigations and disciplinary actions if necessary.
Offer support resources
  • Provide access to counselling services or support groups for staff who may experience or witness sexual harassment.
  • Follow up with any workers affected by harassment to ensure they receive the necessary support and assistance.
  • Ensure all staff know who to contact and what steps to take in case of an emergency, including incidents of sexual harassment
Show empathy and support
  • Demonstrate empathy and support towards workers who may be affected by harassment or other workplace issues. Offer a listening ear and provide the necessary resources for support.
  • Promote mental health awareness and provide access to resources such as counselling services. Show that you care about the wellbeing of your staff both inside and outside of work.
  • Have regular and appropriate check-ins with team members throughout the event to assess their well-being and address any concerns.
Enable safe reporting
  • Create a safe and confidential reporting mechanism for teams to report incidents of harassment. Assure individuals they will be supported and protected from retaliation.
Take immediate action
  • If an incident is reported, take immediate and appropriate action. Provide support to affected individuals, conduct a thorough investigation, and impose necessary measures according to your policies.
  • Under the updated Worker Protection Act 2023 (Amendment of Equality Act 2010) , it is mandatory to report any conduct that may constitute criminal behavior—such as rape, sexual assault, or stalking—to the police and to fully cooperate with investigations. 
  • Consent from the person who experienced harassment is generally preferred, but it is not strictly required to report criminal behaviour to the authorities, especially if there are safeguarding concerns or risks to others.
  • Ensure transparency when handling complaints. Avoid inappropriate use of confidentiality agreements (e.g., NDAs) that could undermine trust or prevent the reporting of systemic issues.
Monitoring and feedback
  • After the festive season events, gather feedback from your teams to identify any concerns or areas for improvement. This could be done through anonymous surveys or open-door discussions. Use this feedback to refine future policies and procedures.
Additional support resources and organisations
Network groups

Need support?

No one should have to put up with sexual harassment; anytime or anywhere.

For free, confidential and impartial advice and support, for anyone working in the advertising, marketing and media industry, call the NABS Advice Line on 0800 707 6607, 9am – 5.30pm on week days.

If you believe you have been affected by harassment which may amount to criminal conduct, you may want to consider contacting the police. You can also find a list of organisations who may be able to provide support here.

call NABS Advice Line on

08007076607

or email timeTo@nabs.org.uk

contact emails

For help, advice and support around sexual harassment, please email: timeTo@nabs.org.uk

For further information about the timeTo initiative, or if you’d like to endorse the Code, please contact: timeToInfo@nabs.org.uk

For media and press inquiries, please email: timeToMedia@nabs.org.uk

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