As the holiday season approaches, companies prepare to celebrate and unwind with holiday parties and events. Planning an office holiday party that’s inclusive, enjoyable, and safe can foster camaraderie and boost morale, but it also requires thoughtful consideration to ensure everyone feels comfortable and respected.

Here’s a guide to the essential “do’s and don’ts” of holiday office parties to make sure it’s a memorable event for all the right reasons.

holiday do’s

1. plan inclusive events

Create a welcoming environment for everyone by recognizing a diverse range of cultural and religious celebrations.

2. OFFER VIRTUAL OPTIONS

Consider a virtual component to accommodate remote employees or those who prefer celebrating from home, ensuring everyone has a way to join.

3. SET A GIFT EXCHANGE LIMIT

If gift-giving is part of your event, set a reasonable spending limit to make the exchange stress-free and accessible for all.

4. SEND CLEAR INVITATIONS

Provide detailed invitations with all event information, including time, location, dress code, and activities, so employees can feel prepared.

5. HAVE A VARIETY OF FOOD AND DRINKS AVAILABLE

Consider offering a variety of food options to accommodate different dietary needs. This ensures that attendees with restrictions, allergies or intolerances have safe choices.

6. PLAN GAMES AND ACTIVITIES

Engage employees with activities like trivia or raffles that encourage interaction and help everyone enjoy the event.

7. HOLD THE EVENT OFF-PREMISES

Consider hosting the party outside the office to encourage relaxation and enjoyment in a new setting.

8. ENCOURAGE PARTICIPATION

Everyone should mingle and engage with the team, creating a warm atmosphere and building team morale.

holiday doN’Ts

1. DON’T MAKE ATTENDANCE MANDATORY

Allow attendance to be optional so employees don’t feel pressured to join if they’re uncomfortable.

2. DON’T OVERINDULGE IN ALCOHOL

Limit alcohol consumption and ensure responsible serving practices to keep the environment safe and professional.

3. DON’T FORGET TO RESPECT DRESS CODES

Encourage business-casual attire and avoid overly casual or provocative outfits to maintain professionalism.

4. DON’T IGNORE CULTURAL SENSITIVITIES

Avoid exclusive themes or activities that may unintentionally isolate or offend employees of different backgrounds.

5. DON’T BRING WORK INTO THE PARTY

Let the party be a time to unwind and connect; avoid work discussions or office gossip to keep the event positive.

6. DON’T LEAVE SAFETY TO CHANCE

Take active measures to prevent potential risks by arranging safe transport options and having event coordinators on hand.

7. DON’T GO OVERBOARD WITH SPENDING

Keep the celebration festive but within budget, so the focus remains on togetherness rather than extravagant expenses.

8. DON’T HOLD IT DURING BUSY TIMES

Avoid hosting the party during high-stress work periods; pick a time when most employees can relax and fully enjoy the celebration.

workplace liability and safety tips

Holiday parties can sometimes lead to workplace injuries or liability concerns. Employers should proceed with caution around these factors:

1. HIGH RISK LIABILITY:

The event is held on company premises and attendance is mandatory.
Employer hosted the party and covered its costs.
Employees are injured during or after the party and alcohol was involved.

2. KEY SAFETY QUESTIONS FOR ALCOHOL-RELATED INCIDENTS:

Was alcohol provided or paid for by the employer?
Were drink limits imposed and enforced?
Did the employer hire the bartenders or caterers?

Creating a well-planned, inclusive holiday celebration can elevate team spirit and show appreciation. By following these do’s and don’ts and paying attention to high-risk activities, you’ll foster a positive experience that everyone can enjoy safely and professionally.

At Platinum HR Consulting, we’re here to help your team create a welcoming, enjoyable holiday event that aligns with your company’s values and HR best practices. Reach out to us today to learn how we can support your planning with insights on workplace inclusivity, event compliance, and employee engagement strategies.