Winter holidays give your company an opportunity to host celebratory parties and have fun. You could be liable, though, if you celebrate the holidays in a way that discriminates against employees. Be sure your holiday festivities celebrate diversity and avoid religious discrimination. 
Granting Holidays Off
Under federal law employers cannot discriminate against employees based on religion and must accommodate sincerely held religious practices unless the accommodation would cause undue hardship. These guidelines protect employees whose religious practices require a Sabbath day of rest, while recognizing employers are not required to close for every religious holiday.
When you may lawfully deny time off
- Be costly.
- Decrease efficiency.
- Burdens other employees.
- Threaten safety.
- Violate employee rights.
As a company, you can accommodate employees during the holidays in several ways that respect both religious observance and business needs.
Ways to accommodate employees
- Include floating holidays in the benefits package.
- Allow employees to take a vacation, sick, personal, or unpaid day off for holiday celebrations.
- Let employees work a different schedule or swap shifts to accommodate their holiday observance.
If your business is closely tied to faith-based retail or services, consider specialized coverage such as Religious Articles and Church Supplies Wholesaler Insurance to understand relevant risks.
Decorating the Office
Office decor can improve employee morale, but religious or symbolic decorations like lanterns or crosses may offend employees of different faiths.
Support diversity and inclusion as you decorate by choosing generic items such as snowflakes rather than religious objects. You can also permit employees to decorate their personal workspace, provided the items are minimal and do not interfere with navigation around the office. For example, a six-inch Christmas tree on a desk is acceptable, while a six-foot tree in a cubicle or walkway would be inappropriate.
Hosting Holiday Parties
Holiday parties are an opportunity to unwind and build rapport, but planning should remain sensitive to employees’ religious beliefs.
Party planning tips
- Include members of different religions on the party-planning committee.
- Make parties non-denominational.
- Schedule the party for a date and time that will not interfere with religious observances.
- Include elements of multiple seasonal holidays where appropriate.
- Give employees the choice to attend the party.
- Avoid serving alcohol, which is forbidden in certain religions.
- Adopt a charity as a company or match charitable donations rather than host a holiday party.
Organizations that run faith-based programs may also review options specific to their operations, for example Religious Camps Insurance, to ensure events and programs are covered appropriately.
As a company, you can celebrate the holiday season and embrace diversity in a way that avoids religious discrimination. Start with these tips. For more information, talk with your corporate attorney, HR professional or talk to an agent.
Frequently Asked Questions
Do I have to give every employee the day off for religious holidays?
No. Employers must accommodate sincerely held religious practices unless the accommodation causes undue hardship, but are not required to close for every religious holiday.
Can employees decorate their desks with religious items?
Yes, employees may decorate their personal workspace as long as decorations are minimal and do not obstruct walkways or create safety hazards.
Should holiday parties be required attendance?
No. Employers should make holiday events optional and plan them to avoid conflicts with religious observances.