As the year comes to an end, many companies hold year-end banquets and spring dinners to thank employees. However, lively atmospheres and alcohol consumption also increase the risk of workplace sexual harassment. Authorities remind that year-end banquets and spring dinners are extensions of the workplace. If employees experience sexual harassment during such events, the Gender Equality in Employment Act still applies, and employers are legally required to fulfill their prevention and response responsibilities.
Authorities note that event planning itself requires heightened sensitivity to prevent “power-based sexual harassment” arising from unequal power relationships. Past cases have included supervisors forcing colleagues to sing or dance, or requiring female employees to wear specific costumes for performances, causing distress and public criticism. Employers should carefully assess the appropriateness of performances, attire, and interaction segments, and clearly remind employees in advance to respect interpersonal boundaries and strictly prohibit sexual jokes or inappropriate physical contact under the influence of alcohol.
From an employee's perspective, if sexual harassment occurs during a company event such as a year-end banquet or spring dinner, personal safety should be the top priority. When possible, employees should clearly express refusal and promptly record the time, location, details of the incident, and any relevant evidence, such as message records or witness information. Under current regulations, employees may report through internal company complaint channels. Once an employer becomes aware, they are obligated to initiate investigations and remedial measures. If the handling is deemed improper or involves power imbalance, employees may also file complaints with local labor authorities or seek consultation and assistance through the 113 protection hotline, ensuring that rights are not ignored simply because the occasion appears “informal.”
Authorities further emphasize that following amendments to the Gender Equality in Employment Act, employers' responsibilities for sexual harassment prevention have been significantly strengthened. Once an employer becomes aware of suspected sexual harassment, regardless of whether a formal complaint is filed or whether the victim expresses intent to pursue legal action, the employer must take immediate and effective corrective and remedial actions or face administrative penalties.
Authorities call on all employers, regardless of company size, to treat sexual harassment prevention as a basic management responsibility. Pre-event briefings or training before year-end banquets and spring dinners are recommended to help employees establish clear boundaries. Employers with questions regarding prevention measures or procedures should proactively consult local authorities to avoid violating the law.
