The season of corporate Christmas parties is here! 🎉 But before breaking out the glitter and cocktails, it’s vital to ask oneself a few questions about the ethical and legal aspects of these celebrations. Because yes, even under a Santa hat, employer responsibilities aren’t on vacation!
Year after year, we receive calls from companies in distress after disastrous Christmas parties. To help you avoid this, we’ve come up with a few tips and tricks to ensure that you only need Advil, not lawyers, the day after your parties…
A party, yes, but not at any price!
Under Quebec labor law, employers remain responsible for the safety of their employees, even during social events. If an employee goes overboard on the punch (whether “homemade” or not), the employer could be held liable for any resulting incidents. So, offer a cab or escort service – and avoid Claude from accounting taking off with the photocopier in an attempt at festive elopement! 🚕
Equality and inclusion on the menu
When you organize a party, you have to think of everyone:
- No pressure to participate! Some employees prefer Netflix and their cat to karaoke to “All I Want for Christmas is You”. Respect that.
- Be careful with exchange gifts or games. A “humorous gift” can sometimes turn awkward. Remember that humor is subjective (and no, Pierre, nobody wants a mug with your face on it).
Inappropriate behaviour
The Christmas party is not an outlaw zone. The rules against harassment, whether verbal, physical or even disguised as a dubious compliment, apply here too. Employers, you must act if something goes wrong. Avoid karaoke scenes that turn into office auditions of “Love Island”. 🎤
Additional safeguards for employers :
Here are a few steps you can take to protect your employees and your business:
1. Clear, accessible event policy
Distribute a guide that reminds us of the essential rules: mutual respect, appropriate behavior and zero tolerance for harassment.
2. Responsible alcohol management
– Limit consumption (e.g. tickets or supervised bar).
– Offer alcohol-free festive options (mocktails are all the rage!).
3. Safe transport
Arrange for escort services or cabs to avoid risky returns.
Opération Nez Rouge and other organizations specialize in this area.
4. Presence of responsible managers
Designate a team to watch over the event and intervene discreetly if necessary. Managers should leave last. This allows for follow-up throughout the evening.
5. Activity framing
Choose inclusive, respectful entertainment, away from embarrassing themes or tokens.
6. Pre-training for managers
Prepare your managers to handle tricky situations and respond to incidents.
7. Post-event evaluation
After the party, gather feedback from employees to improve your next celebrations.
In summary: the Christmas party can (and should) be a festive, memorable and safe experience. With the right measures, you can offer your teams a moment of joy while avoiding legal headaches the next day. After all, the best gift of all is a respectful and caring work environment – even in during festivities! Don’t hesitate to consult us, even if it’s just for a small question that could prevent a big headache! 🥳
