Version 3 – October 2025
Policy Aims
At any work-related social event, all colleagues should be able to have fun and enjoy themselves. The aim of this policy is to outline the standards of behaviour we expect at work-related events and to provide guidance on handling any incidents to ensure events remain safe and enjoyable.
What’s Covered
- Roles and responsibilities
- Definitions
- Work-related social events
- Standards of behaviour
- Complaints
- Breaching the rules
Roles and Responsibilities
Colleagues
Are expected to behave in accordance with the same standards as if they were working.
Line Managers
- Must uphold the rules and standards of good behaviour.
- Are responsible for reminding their teams of this policy prior to events.
- Should handle any issues or complaints quickly and consistently.
ER Support / HRBP (Ops)
Available to provide advice and guidance to colleagues and managers.
HRBP (PST)
Available to provide advice and guidance to colleagues and managers.
Definitions
- Event: Any function organised by or attended by virtue of your employment with Stonegate.
- Standards of behaviour: The expected level of behaviour at any event.
- Harassment: Unwanted conduct relating to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
- Bullying: Behaviour leaving a person feeling threatened, humiliated, intimidated or upset. No link to a protected characteristic is required.
- Third Party: Anyone not employed by Stonegate, such as contractors, guests, suppliers, DJs, auditors or Licensing Officers.
Purpose
Work-related social events, incentives and celebrations help us unwind, reward teams and build stronger connections. However, colleagues remain bound by their contracts of employment and all associated policies during social events. Everyone must act responsibly and with consideration for others.
Work-Related Social Events
A work-related social event may occur during or outside working hours and may include:
- Team building days
- Virtual social activities
- Team lunches
- Post-meeting drinks
- Work conferences
- Domestic or international incentive trips
- Reward dinners
- Leaving drinks
- Christmas parties
- Events organised by third-party providers
- Professional body events attended as a Stonegate representative
Events not organised by Stonegate may still be considered work-related if your attendance is due to your employment, such as supplier-funded events or client occasions.
Standards of Behaviour
Responsible Drinking
- If you choose to drink, do so responsibly.
- Non-alcoholic drinks will always be available.
- Do not feel pressured to drink alcohol.
Driving
Ensure you remain well within the legal drink–drive limit if driving home after an event or the following morning. Make alternative travel arrangements where necessary.
Drugs
You must not use illegal drugs or be under their influence at any work-related social event. This includes solvents and new psychoactive substances.
Respectful Behaviour
Interactions should remain respectful and professional. Violence, aggression, verbal abuse or the use of inappropriate language towards colleagues, guests or third parties is unacceptable.
Inclusivity
Everyone should feel welcome. Be mindful of actions and words contributing to a positive environment.
Bullying & Harassment
The Bullying and Harassment Policy and Code of Conduct apply during social events. Discrimination, bullying or harassment of any kind — including sexual harassment — will not be tolerated.
Reputation
Do not behave in a way that could cause reputational damage to Stonegate.
Confidentiality
Do not discuss or disclose confidential business information.
Unauthorised Absence
Colleagues must report for work the day after an event unless it is a non‑working day or leave was approved beforehand.
Any unauthorised absence may lead to disciplinary action. Sickness absence must be supported by a self-certificate confirming the illness is not alcohol-related. A hangover is not an acceptable reason for sickness absence.
Complaints
We are committed to promoting an environment based on dignity, trust and respect, free from bullying, harassment, sexual harassment and discrimination. If you experience unacceptable behaviour:
- Set boundaries: Clearly tell the person their behaviour is not acceptable.
- Trust your instincts: Remove yourself from the situation if you feel unsafe.
- Exit the situation: Move to a safer or more public area.
- Stay calm and confident: Assertive body language can help.
- Find support: Approach a colleague, friend or anyone nearby.
- Ask for Angela: Staff will discreetly help ensure your safety.
- Ask for Clive: Available in LGBTQIA+ venues for support in cases of discrimination.
You may raise a formal complaint via the Grievance Policy following an incident.
Breaching the Rules
If you breach this or any associated policy, you may be asked to leave the event. If abroad, and conduct is deemed serious enough, you may be required to return home at your own expense.
Report any policy breaches to a senior leader or relevant line manager as soon as possible.
Breaches may result in disciplinary action up to and including summary dismissal.
The Law
- The Equality Act 2010
- The Employment Rights Act 1996
- Worker Protection (Amendment of Equality Act 2010) 2023
External Support
- LTC (Licensed Trade Charity): 0808 801 0550
- National Bullying Helpline
- Victim Support
Supporting Policies
This policy should be read alongside:
- Grievance Policy
- Disciplinary Policy
- Bullying and Harassment Policy
- Whistle-blowing Policy
- Code of Conduct
- Social Media Policy
- Inclusion Policy
- Menopause Policy
- Absence Policy
Monitoring and Review
This policy is reviewed annually. We analyse data relating to bullying or harassment allegations (in line with data protection obligations) to monitor its effectiveness and support our wider inclusion strategy.