The holiday season is a time for celebration, and many workplaces organize office Christmas party for their employees to lighten the mood at the end of the year and ease them into the holiday season. While these events can be a great way to boost morale and build team camaraderie, employers need to be mindful of their responsibilities to ensure the safety and wellbeing of their staff.

Do I Need to Attend the Holiday Party?

Employees might feel pressured to attend their work holiday party to look like a team player and maintain positive relationships with both colleagues and superiors. Employers can try to mitigate these feelings along their staff by communicating clearly that attendance is optional and that no adverse consequences will result from choosing not to attend. This helps to nurture a respectful and inclusive atmosphere both at the party and in the workplace.

What Are Employers Responsible for During a Holiday Party?

Employers should consider the following if they are planning a holiday party:

• Alcohol-Related Incidents: Employers can be held liable for accidents or injuries resulting from excessive alcohol consumption at company events. Some jurisdictions may impose social host liability, making employers responsible for the actions of intoxicated employees. To mitigate this risk, employers should implement measures to monitor alcohol intake and provide alternative transportation options.
• Harassment and Discrimination: Employers must enforce anti-harassment and discrimination policies during holiday parties. If an incident occurs, the employer may be held liable for failing to prevent or address inappropriate behavior. Employers should reiterate these policies before the event, provide training to management, and promptly address any reported incidents.
• Work-Related Injuries: If an employee is injured during a company-sponsored holiday party, employers may be eligible for workers’ compensation benefits. Employers should ensure that the event venue complies with safety regulations and document any safety measures taken to mitigate the risk of injuries.
• Accessibility Compliance: Employer should ensure that the chosen venue is accessible to employees with disabilities. Failure to provide reasonable accommodations may result in legal consequences under the Human Rights Code.
• Privacy Concerns: Be cautious about collecting and using employee information during the event, such as photographs or personal anecdotes, to avoid potential privacy issues. Employers should obtain consent if necessary.

By proactively addressing these considerations, employers can host festive and enjoyable office Christmas party while prioritizing employees’ safety and wellbeing. Remember, a well-planned and responsibly executed holiday party can contribute positively to the culture of a workplace and foster a sense of community among its employees.

If you are an employer or employee and have recently found yourself faced with a situation due to a holiday party, the experienced employment lawyers at Whitten & Lublin can provide the insight and advice you require for your specific circumstances. If you would like more information, please contact us online or by phone at 416 640-2667.

Author – Carson Healey