Hi Rach

Unless the company is concerned about the impact should several of its staff be simulteneously removed from the workforce for however long (which would be arguably a contingency planning issue) then I would try and treat this with as little formality as practical.

You could consider posting guidance from reliable sources on noticeboards, whilst avoiding trying to interpret what that guidance says and putting a company stance on it.

But, presumably you are in favour, in principle, of staff being active outside work and doing some networking and, possibly even some team "bonding".

Just possible that there might be some staff who would be deemed "vulnerable", with "safeguarding" issues to be considered by the organisers.

It sounds like a social activity outside of employment hours so absolutely nothing to do with the business.

Not the first time this "use of company communications for social/private activity" has been asked.

Nor assessing out of hours activity http://forum.iosh.co.uk/posts/t126963-Staff-Social-Events

Edited by user 10 June 2021 13:05:31(UTC)  | Reason: example

Originally Posted by: Roundtuit

It sounds like a social activity outside of employment hours so absolutely nothing to do with the business.

Not the first time this "use of company communications for social/private activity" has been asked.

Nor assessing out of hours activity http://forum.iosh.co.uk/posts/t126963-Staff-Social-Events

Ha, yes by me. That was slightly diffferent as the company were in full control of organising that and we did make sure we properly planned and risk assessed the whole event.