Few traditions are as anticipated or as legally risky as the company holiday party. When alcohol, social media, and workplace relationships mix, employers can face potential exposure ranging from harassment claims to off-duty conduct issues.
Start with a written event policy: attendance should be voluntary, conduct expectations should be clear, and supervisors reminded that professional boundaries still apply. If alcohol is served, consider limiting quantities or using drink tickets to reduce risk. Employers should also avoid linking attendance to performance or bonuses, which can raise wage-and-hour questions.
Encouraging designated drivers or providing rideshare vouchers shows care for your team’s safety and your company’s reputation. With smart precautions, the only thing you’ll need to manage after your party is the leftover dessert tray.
