It’s office Christmas party season, and while the worry should be limited to questionable buffet food and awkward ice-breakers for too many women, work parties mean fending off unwanted advances. December is a high-risk month for sexual harassment, and women are up to three times more likely to experience it. For many women, what should be a fun, if at times socially awkward, celebration can become a minefield of unwanted advances and harassment. As workplace culture and laws evolve, it’s more important than ever to know your rights.
Recent research shows the issue of workplace harassment remains alarmingly widespread. A 2025 report from University College London (UCL) found that nearly 1 in 7 UK workers experienced some form of workplace abuse over the past year, with women and LGBTQ+ employees disproportionately affected.
“I had to suffer my line manager's alcoholised breath while he was uncomfortably close to me and have him intensely look at me and say, 'You’re so beautiful,'” recalls one employee. The story is eerie in its familiarity. We probably all know someone who’s experienced this kind of leering from a colleague or—worse, a boss—at an office party.
A 2025 survey by Unite across 19 sectors found that 25% of women workers reported being sexually assaulted at work, while 56% had experienced sexually offensive jokes or unwanted remarks, and 43% reported inappropriate touching. More shocking still, three-quarters of victims said they never reported these incidents, often due to fear of retaliation, disbelief, or lack of support. “No one did or said anything. I brushed it off…” remembers another anonymous employee, alluding to the insidious normalisation of workplace harassment.
For a worrying number of people, this kind of workplace harassment reaches a fever pitch during the holiday season. According to a poll by Male Allies UK, 47% of employees have considered skipping their work Christmas party to avoid the potential for bad behaviour or harassment. Token Man’s Consulting on Sexualisation in the Workplace report found that of the 55% of respondents who had been sexualised at work, half of those considered quitting their job as a result.
These incidents—which too often go unchallenged or ignored—reveal a larger cultural issue that many workers face: the normalisation of harassment. According to the same report, 40% of employees admitted to knowing about someone in their workplace whose inappropriate behaviour was acknowledged but tolerated.
The tide might finally be turning on outdated ideas of ‘office banter’, though. A major shift came last year when the Worker Protection Act 2023 (an amendment to the Equality Act 2010) came into force. The legislation means that employers must take proactive steps to protect their employees from sexual harassment, including harassment by third parties such as clients, contractors, or customers. While this is a vital legal development, it also speaks to the need for cultural change within organisations — as well as outside of them.
It’s not just about encouraging victims to speak out; it’s about creating a culture where standing up for respect and decency is the norm. Male allies, in particular, are urged to step in when witnessing harassment, whether it’s by intervening in a situation or by supporting colleagues who may be feeling unsafe or uncomfortable.
Lee Chambers, founder of Male Allies UK, emphasises the importance of collective responsibility, urging people not only to call out but also call in inappropriate behaviour in a way that encourages empathy and understanding.
It’s only by normalising the act of challenging harassment and supporting those affected, that we can begin to break the cycle of tolerance that has long plagued workplace culture.
Read on for everything you need to know ahead of this year’s office Christmas party season.
What the Law Means — and What You Should Know
- In short, employees have stronger protections, and employers have a bigger responsibility.
- Since October 2024, UK employers have had new legal duties under the Worker Protection (Amendment of Equality Act 2010) (commonly “Worker Protection Act 2023”).
- This law requires employers to take “reasonable steps” to proactively prevent sexual harassment — not just respond when a complaint arises. That includes harassment by colleagues and third parties.
- And the impact is becoming visible: In the first half of 2025, helplines and advisory services such as Acas recorded a 40% increase in calls related to harassment, a likely sign of growing awareness and willingness to report.
What You Can Do: Practical Advice for Office Christmas Party Season
- Know your rights — and hold your employer accountable: You are entitled to a safe working environment even at social events. It is your employer's responsibility to communicate a clear anti-harassment policy, safe-reporting process, or code for third-party behaviour.
- Document everything: If something happens — unwanted comments, touching, pressure — note down what occurred, where, when, who was present. This helps if you choose to report later.
- Use reporting channels — formal or informal: Many still fear retaliation or disbelief, but with the new law in place, your employer is legally required to investigate and take action. Using formal complaints or anonymous reporting tools can offer protection.
- Allies matter — bystanders can help: Encourage colleagues (especially men) to speak up or step in if they witness behaviour that’s creepy or inappropriate. A collective “no” helps weaken the culture of silence.
- Don’t discount digital boundary violations: Work-related harassment now frequently includes unwanted messages, after-party pressure via DMs, or inappropriate imagery shared online. These count too, and are often part of a broader pattern.
