Why can employers be held liable for any acts of harassment that occur at a Christmas party?Posted in : Seamus Says - Employment Law Discussion on 16 December 2019
Seamus: Well, the general position in relation to vicarious liability is that the employer can be held as vicariously liable where the employee carries out any sort of discriminatory acts or acts of harassment in the course of their employment. So that's the basic position. If it's something that happens in work, the employer can be liable.
And the reason why it can apply to a work social event is that the courts have been very clear that those work events that take place outside of the office and outside of normal working hours are viewed as events that are regarded as an extension of the workplace. So, the law is very clear in relation to that.
So, what that means is that if you're
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More on Policies & Procedures
- Phipps v Priory Education Services Ltd 
- Morgan v Buckinghamshire Council 
- What Issues Should an Employer Consider if an Employee Takes a Second Job?
- Equipment Requests for Remote Working - How Do I Handle It?
- A Winter Of Blackouts? UK Employers May Need To Prepare For Electricity Shortages
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.