Cool breezes, autumn leaves, and those funny-shaped gourds in crates at the grocery store? That must mean it’s October! And with the arrival of all things autumnal comes the mysterious cobwebs, ghosts, and jack-o-lanterns springing up around the office. It’s no surprise Halloween creeps into the workplace: two out of three Americans partake in Halloween activities, and Americans rank Halloween as their third-favorite holiday right behind powerhouses Christmas and Thanksgiving. Consumer Halloween spending went up to $7.4 billion last year on everything from costumes to candies to decorations—some of those undoubtedly used for office Halloween parties.

Like any office social function, employer-sponsored Halloween parties are a great way to invite fun into the workplace and to boost motivation, morale, and team-building. Team-building begins with the formation of a party-planning committee, which should include at least one member of Human Resources to scare out the challenges that come with an office Halloween party. Nobody wants to be the party pooper, but it’s HR’s job to ensure partygoers adhere to proper etiquette and legal guidelines.  That means setting ground rules before the party, and paying attention to enforce them. After all, an office party is still a professional function.

To help promote professionalism at the office Halloween party, try:

• Stopping potential problems before they start. A day or two before the party, send a reminder email written in a fun-but-firm tone. This email should remind employees that the party is a work function and that appropriate conduct is appreciated. Highlight the idea that employees should have fun while maintaining their professional reputations, and add a few words about refraining from inappropriate or illegal behavior. This would also be a good place to share guidelines for Halloween costumes.
• Explaining appropriate costume choices. On an “anything goes” holiday like Halloween, employees with great professional judgment often throw good sense out the window. Rein things in with a note to choose a work-appropriate costume, and detail unacceptable choices: costumes that reveal too much skin (think diapers or barely-there tops), costumes with sexual innuendo, costumes that glorify alcohol usage, costumes with an overt religious or political message, or costumes paired with realistic weapons. Another thing to think about—is the costume potentially dangerous to fellow employees? Costumes with oversize frames, trailing fabric, or pointed edges (think angel or fairy wings) could result in injuries and employer liability. Enforce these dress-code rules at the party, even if it means sending someone home.
• Controlling alcohol use. One poorly behaved, inebriated employee is enough to bring a swinging party crashing to a halt. Drunk employees are at risk for eliciting a sexual harassment complaint—or worse, a lawsuit. So if alcohol is served at the party, know the employer’s potential liability. The employer may be legally responsible if an intoxicated employee gets injured or injures someone else at or even after the party. It’s HR’s job to keep an eye on the scene and to quickly curtail any problem drinkers by cutting them off or by sending them home. To curb negative incidents, try limiting libations to beer and wine, or consider passing out drink tickets to limit consumption. It can also be helpful to arrange taxis or designated drivers to deliver employees safely to their homes.

With the proper preparation, an office Halloween party doesn’t have to be a spooky spectacle. Clear guidelines and common sense can create effective HR practices for office parties and for everyday business. But even the most efficient professionals can have questions about best practices and effective policies. That’s where YES! Your Human Resources Solution can help.  Our experienced HR consultants will work with your business to establish a clear and effective employee handbook, job descriptions, and more. For more information on how we can help your business reach its best, visit our website or contact us for a free consultation.