Halloween at work: How to avoid HR horror by setting employee ground rules
Halloween spending is expected to hit a record $12.2 billion in 2023, according to the National Retail Federation. This amount exceeds last year’s record of $10.6 billion.
With Halloween landing on a Tuesday this year, it’s likely some employees might bring the party spirit to the workplace.
If you want to avoid having a receptionist dressed like the bride of Frankenstein, make sure your workers know the ground rules. From a safety perspective, you should also remind employees that weapons (even fake ones) are a big no-no. Depending on employees’ jobs, they should also avoid wearing anything that could get stuck in machinery, cause a tripping hazard, or reduce their vision (like a mask).
To set the tone for what’s appropriate at work, get ahead of things and communicate with employees in advance to avoid an HR horror show.
Here are five tips to follow:
- Review policies. Think broadly and anticipate which policies might need to be enforced. This could range from dress codes to attendance to parties (i.e., leave the punch bowl alone).
- Gauge your audience. How and what gets communicated will depend on the size of the company and the ages of your workers. Tailor the message accordingly, whether it’s a company-wide email or an in-person stand-up meeting.
- Get leaders involved. Front-line leaders will have the best vantage point for making sure everyone is safe and following workplace rules.
- Carve out time for fun. All work and no play isn’t good for anyone. Carving out some time for fun could be a nice treat for employees. Whether it’s a longer lunch period, a potluck, or Halloween trivia, include employees in the planning.
- Allow employees to opt out. Some people might not want to participate in anything Halloween related, and that’s perfectly fine. Don’t bully anyone into wearing a costume or eating stale popcorn balls if they don’t want to.
Key to remember: Halloween can be a spooky time for HR professionals with the potential for company policy violations. Employers should plan ahead and communicate early with employees.