To paraphrase the popular holiday song, we are entering “the most wonderful time of the year”. With the holiday season approaching, many employees will attend employer holiday parties and hopefully have the opportunity to enjoy the festivities with coworkers and colleagues.
While these parties are supposed to be light and merry, the festivities can sometimes lead to unintended consequences, including discipline and/or termination. While the holiday party may take place outside the office and outside working hours, workplace policies, such as those related to harassment, violence, and proper conduct, remain in effect. Violations of these policies can attract the same consequences as if the policy contravention occurred during the workday.
Employees should consider the following when attending workplace holiday events to avoid being on the proverbial “naughty list”. Below is a clear guide to navigating workplace holiday events safely and professionally.
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Remember Your Obligations – Workplace Policies Apply at Holiday Parties
If a holiday party takes place at a restaurant or another venue, remember that you are still representing the company, and any improper conduct can warrant discipline, just as it would in the actual office. If you are unsure about what is expected or acceptable at holiday parties, you should familiarize yourself with the company’s code of conduct and guidelines as it relates to:
- Harassment
- Violence
- Alcohol use
- Professional Conduct
- Social media behaviour
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Limit Alcohol Consumption
While having a beer or cocktail with coworkers can be viewed as a holiday party ritual, employees should refrain from becoming impaired.
Best practices include:
- Stick to one or two alcoholic beverages to avoid consuming more than intended.
- Avoid using “liquid courage” to engage in gossip, personal conversations, disputes or conflicts. The best way to avoid confrontations or disputes is to prevent intoxication.
- Arranging a safe way to get home without driving impaired. Consider:
- carpooling with a designated driver
- travelling via taxi, Uber, or other rideshare
- public transportation.
- Employer offered transportation,
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Think Before You Post on Social Media
Employees should also consider which social media posts they can make about the party. Posting photos or videos from the party that reflect poorly on the company, colleagues, or clients can create:
- reputational harm, and or
- constitute misconduct, even if they initially go unnoticed by your employer or colleagues.
Your employer could have the right to discipline you for this type of behaviour if it is seen as misconduct.
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Keep Language Office Appropriate
Employees should refrain from doing the following:
- Discussing private workplace communication and confidential workplace information. There may be individuals in attendance, such as spouses or guests, who may not be privy to this information. As a result, employees should steer clear of discussing these topics.
- Making off-colour jokes, even if the event is casual.
- Participating in workplace gossip.
- Having conversations that others could easily misunderstand in a professional setting.
- Airing grievances about management decisions, pay, or coworkers.
Even lighthearted jabs can be misinterpreted or repeated out of context.
Employees should monitor the language and topics discussed at holiday parties. A good rule of thumb is not to discuss anything you would not discuss at the office.
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Don’t Feel Compelled to Attend
First and foremost, these events are not mandatory. You can feel free to be an “Ebeneezer Scrooge” if that’s your preference. While these parties are supposed to be fun, they are entirely optional, and there is no mandatory obligation to attend. If you feel uncomfortable attending a party with superiors or colleagues:
- Attendance is optional.
- You have the right to decline.
- Your employer cannot discipline you for not attending.
Conclusion
While the work holiday party is supposed to be festive, employees should remember that a workplace holiday party isn’t a free-for-all. It’s still connected to the employment setting, and the same professional and legal standards apply.
If you have any questions or concerns about holiday parties and the expectations around them, or have been disciplined after attending one, please contact Whitten & Lublin. Contact us online or call 416 640 2667.
Frequently Asked Questions (FAQs)
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Can an employee be disciplined for behaviour at a workplace holiday party?
Yes. Even if the holiday party is off-site and outside regular work hours, workplace policies, including those related to harassment, violence, alcohol, and professional conduct still apply. Violations can lead to the same discipline or termination that would occur if the misconduct happened in the office.
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How much alcohol is safe to consume at a holiday work event?
Employees should limit themselves to one or two drinks to avoid impairment. Intoxication can escalate workplace disputes, lead to misconduct, and increase the risk of disciplinary action.
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Should employees arrange safe transportation home after a workplace holiday party?
Yes. Employees should plan ahead to avoid impaired driving. Options include carpooling with a designated driver, taking a taxi or Uber, using public transportation, or using employer-provided transportation if available.
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Are social media posts from a work holiday party risky?
Yes. Posting photos or videos that reflect poorly on the company, clients, or colleagues can cause reputational harm and be considered misconduct. Employers may discipline employees for social media posts that violate conduct standards.
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Do workplace confidentiality rules apply at holiday parties?
Yes. Employees should not discuss confidential workplace matters. Guests, spouses, or individuals unfamiliar with workplace context may be present, and sharing private information can create workplace issues.
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Are jokes or casual comments at a holiday party treated differently than in the office?
No. Off-colour jokes, gossip, or comments that could be misunderstood remain inappropriate. Even casual remarks can be misinterpreted or repeated out of context, may lead to negative consequences.
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Can employees refuse to attend a workplace holiday party?
Yes. Holiday parties are optional, and employees cannot be disciplined for choosing not to attend. There is no obligation to participate if the event feels uncomfortable or inappropriate.
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What should employees review before attending a holiday work event?
Employees should review the company’s code of conduct, alcohol policies, social media guidelines, and expectations for professional behaviour. Understanding these rules helps avoid unintended misconduct.
Author – Jordan Cantor
