Are Company Holiday Office Parties going Extinct?

So the question is worth a discussion…especially during COVID-19. Holiday office parties have long been held as a point of debate among the company management and the employees. While I think it is agreed that many people if asked would say they love a great party, the holiday office party does not always fit the bill.

Some companies have found that the cost, expense and potential liability outweighs the need for one anymore or to scale it down somewhat. In fact, employees sometimes have expressed their interest in not wanting to be obligated to go to such functions and would prefer a different type of acknowledgement of their efforts such as an additional paid vacation day or holiday bonus. Although many employees do enjoy the tradition and companies have figured out a way to have these celebrations in a way that fits their culture and speaks to their employees. So if you are debating what, if any, celebration you may be exploring having for your employees, then its worth the discussion of considering the issues that arise throughout these events and the new twist COVID-19 has placed on these events.

Before COVID-19, employers were already facing issues in regards to the holiday office party. First and foremost, consider the issue of inclusion and respect for different customs and religions during the planning of the party. Also, be wary to avoid situations that might allow for potential sexual harassment such as hanging mistletoe or having a gift exchange that involves co-workers exchanging inappropriate adult-themed gifts. Consider whether alcohol consumption will be allowed and if so, then will the company be hosting the gathering at a restaurant or off-site location where professional bartenders and caterers that are licensed by the state to serve alcoholic beverages can handle the task. The employer may want to consider inquiring whether the bartenders and caterers have liability insurance and if they have a clear policy on not overserving or not serving drinks to visibly intoxicated individuals. Some employers also limit the drink tickets or the time period when alcohol is served and provide alternative transportation such as possible uber or lyft options. Another issue with alcohol is the loss of inhibitions for individuals to follow any workplace rules or COVID-19 rules put in place by the employer all together.

With COVID-19, employers that are even considering an in-person option maybe limiting the event to a restaurant or other venue so that local, state or federal guidance on social distancing and masks can be followed. Unfortunately, a company may need a larger space then they would normally need based on these restrictions. Another option would be to limit the event to only being in smaller groups by department or possibly in the same venue but in separated rooms or if it was in a warm location to be outside with heat lamps.

Another discussion surrounding these events is food. Often times, company holiday parties go for a buffet or other self-serve type options which is really being discouraged more now during COVID-19. Some suggestions have been to consider a seated meal or individual servings so that communal use of any utensils is avoided.

Some companies are still wanting to go forward even if they decide they want to have a virtual option. Certainly this is an alternative that some companies are exploring as platforms for trivia, holiday games and more pop up during this time. While this may eliminate many of the concerns discussed above, employers are likely going to have to be extra creative with the give-aways and games to make this remote event fun. I am not saying it cannot be done, but I think the in-person connection is missing and comes with its own challenges.

Many companies may have been thinking about extinguishing the company party prior to COVID-19, so like many other decisions being made by employers, each company needs to evaluate the benefits, risks and alternatives they are comfortable with taking by hosting these parties now and in the future. Now maybe the time to call it quits or double down on making this tradition fit for your company culture no matter what.