By Christina Santillo, SHRM-CP, Senior Human Resources Consultant
With the holiday season approaching, many organizations are planning office parties and year-end celebrations. While these events are a great way to recognize employees and celebrate, they also come with important legal and behavioral considerations.
Harassment Policies Still Apply Off-Site
Federal and state laws prohibit workplace harassment and sexual harassment. These rules apply whether an event is held on company property or off-site. A company-sponsored holiday party is considered an extension of the workplace, meaning inappropriate conduct such as harassment, discrimination, or other unprofessional behavior is never acceptable.
Unwelcome physical contact, sexual jokes, suggestive comments, or inappropriate behavior of any kind can quickly turn a festive event into a serious HR issue. If the conduct is severe enough, the employee engaging in such behavior could face disciplinary action or even legal consequences.
What Employers Should Do
To minimize risk and ensure a respectful, safe environment for everyone:
- Set clear expectations before the event. Remind employees that workplace policies remain in effect.
- Limit alcohol consumption or consider alternatives to reduce the likelihood of misconduct.
- Review and communicate your harassment policy and ensure employees know how to report concerns.
- Train managers to recognize and respond appropriately to potential harassment or inappropriate behavior.
- If you receive a complaint or become aware of an incident of harassment at your holiday event, or at any time, follow up immediately according to your harassment policy. If your investigation reveals misconduct, address it promptly.
Anti-harassment training is recommended annually to maintain awareness and compliance. As the year comes to a close, now is a great time to schedule your 2026 training to help ensure your workplace remains respectful and harassment-free.
Need Help?
If you are an employer who would like help with any harassment issues (annual training, policy creation, or an investigation following a complaint), or if you have questions about any HR issue, contact our Risk Management Division by phone at 855-873-0374 or by email at . We will be happy to help!