UK: Unhappy hour: drink spiking, harassment and what employers should consider

Where does drink spiking usually take place? Many people think of incidents at a crowded bar or at a festival. It is not usually seen as a workplace issue.

It may be rare, but recent press reports about an employee who spiked several colleagues’ drinks at an after-work social serve as a reminder that spiking can happen anywhere, including in a professional context. 

For employers, the point is not to overstate the likelihood of drink spiking at work events, but to consider whether proportionate steps are being taken to keep employees safe when attending work-related socials.

The employer’s duty

Employers have a duty to take reasonable steps to prevent the sexual harassment of their employees. The duty extends to work-related events outside of the workplace such as off-sites, Christmas parties, and other socials where there is a close connection with the workplace. 

This is a proactive duty, and from October 2026, the bar will increase to employers taking “all” reasonable steps and will extend to include preventing sexual harassment by third parties. 

Work socials: where the duty bites

It has long been recognised that work-related social events can be treated as an extension of the workplace where there is a close connection. Given that the employer’s duty to prevent sexual harassment will extend to harassment by third parties, this will be particularly important in the context of employees attending work-related events at external venues where members of the public have access.

There is also the possibility of misconduct by a fellow employee, as in the recently reported incident. While that type of conduct is likely to be rare, it is reasonable for employers to consider the wider safeguarding and harassment risks that can arise where alcohol, social settings, and work relationships overlap.

Drink spiking is often associated with conduct intended to exploit vulnerability, including conduct with a sexual motive. For that reason, it is not a standalone safety issue. In a workplace context, it may also form part of the broader risk landscape that employers consider when assessing the steps they take to prevent sexual harassment.

Small measures, big impact

The recent press coverage is a useful reminder that employers may need to consider employee safety across all work-related settings, including informal or social environments. The reassuring point is this: the duty asks employers to take reasonable steps, and from October 2026, “all” reasonable steps. It is not about eliminating every conceivable risk. It is about assessing where the risks lie and implementing proportionate, practical measures that are likely to be effective.

We recognise that this is a sensitive area, and employers will not want to cause unnecessary alarm among their workforce. The goal is not to discourage work socials, which remain a valuable part of workplace culture, but rather to take all reasonable, proportionate steps to help keep employees safe. With that in mind, employers may wish to consider the following factors.

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