The Do’s and Don’ts of Hosting a Holiday Work Party!
The holiday season is fast approaching, which means it’s a time for gathering, laughter, and cheer. However, for employers it’s not all fun and games. There are many situations where employers can, and have, been found to be liable for damages flowing from workplace social events. Whether hosting a holiday work party inside or outside the office, if you’re an employer, be sure to review this list of the do’s and don’ts of hosting a holiday work party and check it twice:
- DO review health and safety measures. An employer can be held liable for violence and harassment, including sexual harassment, even if it occurs after hours at a staff social event. Prior to the event, employers should circulate all workplace health and safety, harassment, and violence prevention policies to employees, provide training to management, and review incident reporting protocols.
- DO NOT promote excessive alcohol consumption. An employer who hosts a party has a greater duty to protect intoxicated individuals, and the public, than an everyday host. While the holidays can be a time to let loose, employers should limit alcohol consumption. Consider providing limited drink tickets per employee, serving food, and hiring a third-party company to serve and monitor consumption.
- DO promote inclusivity. An employer has an obligation not to discriminate on numerous grounds, including religion, under relevant human rights legislation. The holidays are a time to celebrate all beliefs and cultures. Employers should ensure their celebrations are not limited to one specific holiday to foster an environment of community and inclusion.
- DO NOT let employees drink and drive. As noted above, employers’ liability can even extend to when an employee leaves a party. It is important to ensure guests have safe transportation home. Consider establishing a carpool system with designated drivers or providing taxi chits for each employee.
- DO ensure the venue is accessible. To ensure the accommodation of all, employers should choose a venue that is accessible for all its employees, including those with disabilities.
If you are an employer and are looking to prepare for 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 – Sophie Teversham