Chloe Hewitt is suing Herbalife’s European arm for more than £250,000 following events at a company retreat in Mauritius in June 2022.
At the retreat, Hewitt was thrown into a swimming pool by intoxicated colleagues and cut her foot on broken glass. She sustained permanent nerve damage, news outlets including Mail Online reported on Tuesday (24 June).
While Hewitt alleges that Herbalife failed to ensure the event was safe, the marketing corporation argues that the incident occurred when she was off duty, during an unofficial “after party”. Her legal team counters that Herbalife failed in its duty of care by allowing intoxicated attendees access to glassware near the pool without adequate safety measures.
Discussing the case – which was filed at the High Court and may proceed to trial – Hayley Bretherton, commercial manager at holiday business 'kate&tom', confirmed that summer parties can boost morale but “businesses have a duty of care to ensure they’re safe.”
She told HR magazine: “This starts with thorough risk assessments. It’s also important to set clear expectations by speaking to staff beforehand about appropriate behaviour, especially where alcohol or physical activity is involved. Ensure clear communication, access to first aid, and designated staff overseeing health and safety on the day.”
Read more: How to navigate Christmas parties under the new Worker Protection Act
Zoe Wigan, director of resolution at workplace behaviour firm Byrne Dean, stressed that employees may not realise their behaviour at a work party (or the party after the party) connects to their professional life – but it does.
Speaking to HR magazine, Wigan explained: “HR teams need to give a clear and consistent message: if behaviour impacts the workplace, it will be treated as workplace behaviour. Managers should lead by example, step in early, and know how to handle issues sensitively through proper training and support.”
Alex Hind, CEO of employee benefits platform Heka Happy, urged HR professionals to prioritise psychological safety, and to consider planning more inclusive events. He told HR magazine: “The temptation for summer parties is to get the whole company together for outdoor drinks, causing great anxiety for many employees: those who don’t drink alcohol or struggle with crowds.
“Workplace events should never take a one-size-fits-all approach. HR can balance this by ensuring that drinks events have suitable no-and-low alcohol offerings, quiet breakout areas and clear messaging that attendance is non-compulsory. That’s how you create events that truly support wellbeing, and events that ensure no-one gets hurt.”
