New Australian research has delivered a sobering warning for the festive season, revealing that workplace social events are a significant setting for sexual harassment. According to experts from the University of South Australia (UniSA), more than one in six reported incidents occur in these contexts.
The Alarming Statistics Behind Festive Gatherings
The data is clear and concerning. UniSA researchers highlight that 15 per cent of all incidents of sexual harassment in Australia happen at work-related social functions. This statistic transforms the office Christmas party from a simple celebration into a potential high-risk environment that requires careful management and awareness.
These findings, published and updated on December 1, 2025, provide a critical evidence base for a long-suspected problem. The informal atmosphere of a party, often involving alcohol and relaxed social boundaries, can unfortunately create conditions where inappropriate behaviour flourishes.
What Employers Must Do to Protect Their Teams
The responsibility for creating a safe environment falls heavily on organisational leaders and bosses. Proactive measures are no longer just recommended; they are a fundamental duty of care. Employers must set clear expectations for behaviour before any event takes place.
This involves communicating policies on harassment and conduct explicitly in the context of the social event. Providing clear guidelines on alcohol consumption and nominating designated contact persons for reporting issues on the night are also essential steps. Ultimately, the culture set by leadership determines whether a party is safe and inclusive for all attendees.
How to Respond If Harassment Occurs
For individuals who experience or witness harassment, the UniSA research offers vital guidance. Knowing how to respond in the moment can make a profound difference. If you are subjected to unwanted behaviour, it is important to clearly communicate your discomfort to the perpetrator if you feel safe to do so.
Seek support immediately from a trusted colleague, friend, or the nominated event contact. Do not downplay the incident. For bystanders, safe intervention is key—this could mean distracting the harasser, directly checking in with the targeted person, or reporting the behaviour to a manager or HR representative.
The most critical step comes after the event: reporting the incident through official channels. Formal reporting is necessary to hold individuals accountable and to compel organisations to address systemic issues. Support services are also available for those affected.
The conversation, driven by academic evidence, is shifting. The work Christmas party should be a time for celebration, not a source of trauma. By acknowledging the risks and implementing strong preventative and responsive frameworks, Australian workplaces can strive to ensure the festive season is safe for everyone.
