How to plan an alcohol-free company holiday party

Employees may be ready to let loose after a challenging year, but employers need to make sure that their holiday parties aren’t triggering for those with addictions.

Drug and alcohol addiction has skyrocketed during the pandemic, and nearly half of all employees are struggling with substance misuse, according to data from The Standard. The holidays can be a particularly challenging and triggering time for many, says Dr. Suzette Glasner, vice president of clinical affairs at Quit Genius, a digital substance abuse treatment clinic.

“Alcohol is really accessible and normative around the holidays,” Glasner says. “Everyone gathers around and they drink and that’s expected, that’s the norm. So that creates a lot more temptation for people who are trying to recover.”

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Employers are in a difficult position, because it’s often hard to spot the warning signs that an employee is struggling with addiction. Additionally, the stigma around alcohol and drug abuse keeps many employees silent about their struggles and what their employer could do to help them.

In order to navigate the upcoming holiday season with compassion and empathy for all employees, Glasner suggests sending out a company-wide anonymous survey to gauge what employees feel comfortable doing. Then, an employer can tailor holiday activities based on this feedback.

“People in recovery know what’s best for them,” she says. “They’re going to say, ‘I’d rather do something where I’m not tempted.’ That can be an outdoor activity or doing things that are less compatible with drinking, like ice skating or an escape room.”

Read more: 4 rules employers should consider when planning a virtual holiday party

If employees would prefer a party at a bar or restaurant where alcohol will be served, Glasner says it’s critical employers start an open dialogue around how to drink safely, and address potential challenges employees may be struggling with.

“Having frank communication before the party about how to drink safely and navigate challenges around controlling our drinking could be a nice way to break through the stigma and make this normal to talk about,” Glasner says. “It’s not like you have to put together a therapy group. Rather, just say something like, ‘We want to be sensitive to these challenges and we support anyone who’s trying not to drink.’”

Encouraging employees to pace themselves while drinking, providing alcohol-free drinks and ample food, and encouraging employees to take ride shares or identify a designated driver are all ways to send a message that this is an opportunity to celebrate and not over-do it.

And while it’s important to acknowledge a job well done and look ahead toward the new year, Glasner says employers should know that not all employees may be feeling celebratory, whether they drink or not. Being sensitive and open to the challenges all employees face is a good practice year-round.

“The misconception is that the holidays is universally a time of cheer and happiness and it’s actually not like that for everyone,” Glasner says. “Not everyone has a big circle of family and friends. COVID has still made people vulnerable and scared. If an employer is able to acknowledge that some people struggle during this time, that can show they’re supportive of everybody.”