Planning Holiday Gatherings? Start With Your Drug-Free Workplace Policy

October is when many businesses begin planning holiday parties, employee appreciation events, and year-end celebrations. As you choose a venue, plan the menu, and organize activities, make reviewing your Drug-Free Workplace policy part of the preparation.

Holiday gatherings are an opportunity to thank employees and celebrate your organization’s accomplishments. Planning ahead helps keep those celebrations safe, welcoming, and consistent with the expectations you set throughout the year.

Review Your Policy Before Making Plans

Before deciding whether to serve alcohol, review what your policy says about alcohol consumption at company-sponsored events, including gatherings held away from the workplace or outside normal business hours.

Does your policy permit alcohol at these events? Does it require management approval? What expectations apply to employees and guests? Are there employees who will return to work, remain on call, or perform safety-sensitive duties afterward?

Do not assume a holiday gathering creates an exception to your policy. If the language is unclear or your plans conflict with existing requirements, address those questions before sending invitations or making arrangements.

Communicate expectations in advance so employees understand the guidelines and supervisors know how to respond if a concern arises.

If You Serve Alcohol, Plan the Safeguards

If alcohol is permitted under your policy and your organization chooses to offer it, establish safeguards before the event. Consider these practical steps:

• Use professional servers. Coordinate with the venue or caterer on checking identification, monitoring service, and declining further service when appropriate.

• Set limits. Consider drink tickets, limited serving hours, and avoiding self-service alcohol stations or an unrestricted open bar.

• Provide food and water. Make both readily available throughout the gathering.

• Plan transportation. Arrange designated drivers, rideshare options, or other transportation assistance, and identify who will help if someone appears unable to drive safely.

• Assign responsible oversight. Designate leaders who will remain alcohol-free and can address concerns discreetly.

• Follow your policy. Handle conduct concerns and any testing or corrective action according to established procedures.

These measures help manage risk, but they do not replace clear expectations or consistent follow-through.

Make Alcohol-Free Options Part of the Celebration

Non-alcoholic choices should be appealing, easy to access, and offered without pressure or questions about why someone is not drinking.

Employees may avoid alcohol for health, religious, recovery, or personal reasons. A festive mocktail menu gives everyone something special to enjoy. Build the celebration around food, conversation, recognition, and activities that everyone can participate in comfortably.

Looking for inspiration? Click here to explore Working Partners® mocktail recipes for your next workplace gathering.

A little preparation in October can help your holiday celebrations reflect the same commitment to safety and respect that guides your workplace all year.