Still a Work Event – Even in the Sun
Whether it’s a BBQ, day out, or team-building trip, summer work parties are increasingly popular among employers looking to boost morale and reward staff. But it’s important to remember that even when the event happens outside office hours and off-site, it may still be considered a work-related event. This means that normal workplace standards—especially around dignity and respect—still apply.
It doesn’t matter whether the event is officially organised by management or informally arranged by a team; employers may still be held accountable for inappropriate behaviour that takes place. If the party has been endorsed, funded, or simply encouraged by the employer, legal obligations remain in place.
Inclusion Matters from the Outset
Before a summer event even takes place, exclusion can become an issue. All relevant employees should be invited, and no one should be left out on the basis of discriminatory grounds such as race, age, religion, disability, or gender. Even post-party meetups can be problematic if someone is intentionally excluded and mistreated as a result.
One Workplace Relations Commission (WRC) case saw an employer held liable after an employee, excluded from an informal gathering, faced derogatory comments due to their ethnic background. The employer hadn’t arranged the party—but still paid the price for inaction.
Employers should also consider accessibility, dietary needs, and scheduling to ensure the event is welcoming for all. Not everyone drinks alcohol or is free in the evenings due to family commitments, and employers are encouraged to offer alternatives.
Respect Doesn’t Go on Holiday
Just because your summer party is in a beer garden, park, or beach doesn’t mean workplace policies don’t apply. Harassment, including sexual harassment, can happen in social settings—and employers may still be found legally responsible.
In one case, an employer was ordered to pay €25,000 in compensation after an employee was sexually harassed by a manager during a casual, after-hours get-together. Despite being outside work, it was deemed a work-related setting.
If Something Goes Wrong
If you experience discrimination or harassment at a work event, report it internally first. Your employer is required to investigate. If the response is lacking or the issue persists, a complaint can be lodged with the WRC within six months.
To reduce risks, employers should remind staff ahead of time about conduct expectations and ensure policies are communicated. Summer fun is encouraged—but it must be safe and inclusive for everyone.
