United States: Witches Around The Watercooler: 8 Tips For Halloween In The Workplace

Last Updated: November 7 2016
Article by May Mon Post

The ranks of employers permitting employees to wear costumes at work to celebrate Halloween is slowly increasing, tearing down stodgy dress-code rules and tossing a little levity into the workday. Halloween work celebrations are not limited to a particular industry. Even some "conservative" members of the financial and legal fields are creepin' it real—at least for one day.

Celebrating Halloween at work appeals to the child in each of us and may help foster teamwork and morale. But there are a number of pitfalls to avoid from the employer's perspective. Here are some best practices employers should follow for any Halloween celebration.

Remember Last Year

Consider the feedback received from your employees or customers during a previous year's Halloween event. If the majority of your employees didn't participate, and the event was received about as well as a decaying pumpkin, perhaps you should forego any festivities. If the event went smoothly and many people participated, the benefits might outweigh the risks.

Determine If Costumes Are The Right Fit

Many employers—after careful review—may decide to nail the coffin shut on any type of Halloween celebration. Costumes may raise all sorts of insurmountable hurdles on the potential physical injury front, especially for businesses that utilize machinery, vehicles, or any other mechanical device or apparatus where costumes pose a hazard. Costumes may appear harmless – just fabric and thread – but variables are numerous and some are risky. Nobody wants to get sued because Sue slipped on Superman's cape.

Further, costumes may open the door to all sorts of behaviors that test a company's zero-tolerance policy for sexual harassment and racial and religious discrimination, and risk disturbing longstanding relationships with customers and the general public. There were many good reasons why, this year, various stores nationwide pulled their "Tranny Granny" Halloween costumes (insensitive to transgender people), "Moana" costumes (insensitive to Polynesian culture), and "Razor Blade Suicide Scar Wound Latex Costume Makeup Kits" (we are not making this up). Next year it will be something else.

Figure Out What Kind Of Event To Have

Many employers have successfully and appropriately hosted Halloween breakfasts or luncheons, trick-or-treating around the office (no tricks, just treats), and group decorations or displays. Consider an alternative to donning a full costume, and instead allow employees to participate in some form of celebration – such as wearing "crazy" socks or masks, or participate in Halloween games, like horror movie trivia.

Review Company Policies And Procedures

If you decide to permit a Halloween work event, review your company policies and procedures and pay special attention to those policies that dictate or relate to dress, decorum, and electronic communication. Halloween can result in sweaty goblins at the gate as well as the inappropriate sharing of electronic communication containing offensive images and text. Remind managers and employees of harassment and internet policies in advance of Halloween, and make sure employees also know in advance that there are consequences for violating company policies and procedures.

Set Clear Parameters

Employees should be reminded to use good taste and judgment when making their costume selections. Costumes that are sexually provocative, carry political or social messages, or involve weapons or weapon-like props are simply inappropriate while interacting with coworkers and customers. So are any costumes that are racially or culturally offensive.

The message from you, as the employer, should be one of restraint and reflection. Work with your HR team prior to the celebration to determine what is inappropriate or unsafe for your workplace, and communicate (in writing) those expectations to your staff in a customized Halloween policy before the event.

Remind Employees They Are Still At Work

On the eve of the event, or on the morning of the event, remind employees of your customized policy, and that employees must act and behave appropriately at all times. Remind employees that standards of professionalism apply during the entirety of work-related Halloween events. A manager or HR person should be assigned to monitor the very beginning of the event (to ward of witches and ghouls who take their ghoulishness too far) and then a manager or HR person should be present and oversee the event.

Be Prepared To Discipline

While there is no need to overreact, be prepared to address employees who, despite being notified of a company's expectations, appear in inappropriate costumes or send offensive emails. Be mindful of your company's progressive discipline policy.

Apply Rules Evenhandedly

Although discipline should be issued on a case-by-case basis, always apply company rules, policies, and penalties evenhandedly and without even the appearance of unlawful discrimination. If you have been lax in enforcing your rules and policies in the past but decide to apply them rigorously this year, inform your employees beforehand of your intent to enforce the rules as written, and then follow through with the plan.

These practices will go a long way in treating your employees to a fun event. You can let the bats out of the cave for a day without caving in to batty behavior.

This article originally appeared in the October 27, 2016 edition of the Philadelphia Business Journal.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on Mondaq.com.

Click to Login as an existing user or Register so you can print this article.

May Mon Post
In association with
Related Video
Up-coming Events Search
Font Size:
Mondaq on Twitter
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
Email Address
Company Name
Confirm Password
Mondaq Topics -- Select your Interests
 Law Performance
 Law Practice
 Media & IT
 Real Estate
 Wealth Mgt
Asia Pacific
European Union
Latin America
Middle East
United States
Worldwide Updates
Check to state you have read and
agree to our Terms and Conditions

Terms & Conditions and Privacy Statement

Mondaq.com (the Website) is owned and managed by Mondaq Ltd and as a user you are granted a non-exclusive, revocable license to access the Website under its terms and conditions of use. Your use of the Website constitutes your agreement to the following terms and conditions of use. Mondaq Ltd may terminate your use of the Website if you are in breach of these terms and conditions or if Mondaq Ltd decides to terminate your license of use for whatever reason.

Use of www.mondaq.com

You may use the Website but are required to register as a user if you wish to read the full text of the content and articles available (the Content). You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these terms & conditions or with the prior written consent of Mondaq Ltd. You may not use electronic or other means to extract details or information about Mondaq.com’s content, users or contributors in order to offer them any services or products which compete directly or indirectly with Mondaq Ltd’s services and products.


Mondaq Ltd and/or its respective suppliers make no representations about the suitability of the information contained in the documents and related graphics published on this server for any purpose. All such documents and related graphics are provided "as is" without warranty of any kind. Mondaq Ltd and/or its respective suppliers hereby disclaim all warranties and conditions with regard to this information, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall Mondaq Ltd and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use or performance of information available from this server.

The documents and related graphics published on this server could include technical inaccuracies or typographical errors. Changes are periodically added to the information herein. Mondaq Ltd and/or its respective suppliers may make improvements and/or changes in the product(s) and/or the program(s) described herein at any time.


Mondaq Ltd requires you to register and provide information that personally identifies you, including what sort of information you are interested in, for three primary purposes:

  • To allow you to personalize the Mondaq websites you are visiting.
  • To enable features such as password reminder, newsletter alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our information providers who provide information free for your use.

Mondaq (and its affiliate sites) do not sell or provide your details to third parties other than information providers. The reason we provide our information providers with this information is so that they can measure the response their articles are receiving and provide you with information about their products and services.

If you do not want us to provide your name and email address you may opt out by clicking here .

If you do not wish to receive any future announcements of products and services offered by Mondaq by clicking here .

Information Collection and Use

We require site users to register with Mondaq (and its affiliate sites) to view the free information on the site. We also collect information from our users at several different points on the websites: this is so that we can customise the sites according to individual usage, provide 'session-aware' functionality, and ensure that content is acquired and developed appropriately. This gives us an overall picture of our user profiles, which in turn shows to our Editorial Contributors the type of person they are reaching by posting articles on Mondaq (and its affiliate sites) – meaning more free content for registered users.

We are only able to provide the material on the Mondaq (and its affiliate sites) site free to site visitors because we can pass on information about the pages that users are viewing and the personal information users provide to us (e.g. email addresses) to reputable contributing firms such as law firms who author those pages. We do not sell or rent information to anyone else other than the authors of those pages, who may change from time to time. Should you wish us not to disclose your details to any of these parties, please tick the box above or tick the box marked "Opt out of Registration Information Disclosure" on the Your Profile page. We and our author organisations may only contact you via email or other means if you allow us to do so. Users can opt out of contact when they register on the site, or send an email to unsubscribe@mondaq.com with “no disclosure” in the subject heading

Mondaq News Alerts

In order to receive Mondaq News Alerts, users have to complete a separate registration form. This is a personalised service where users choose regions and topics of interest and we send it only to those users who have requested it. Users can stop receiving these Alerts by going to the Mondaq News Alerts page and deselecting all interest areas. In the same way users can amend their personal preferences to add or remove subject areas.


A cookie is a small text file written to a user’s hard drive that contains an identifying user number. The cookies do not contain any personal information about users. We use the cookie so users do not have to log in every time they use the service and the cookie will automatically expire if you do not visit the Mondaq website (or its affiliate sites) for 12 months. We also use the cookie to personalise a user's experience of the site (for example to show information specific to a user's region). As the Mondaq sites are fully personalised and cookies are essential to its core technology the site will function unpredictably with browsers that do not support cookies - or where cookies are disabled (in these circumstances we advise you to attempt to locate the information you require elsewhere on the web). However if you are concerned about the presence of a Mondaq cookie on your machine you can also choose to expire the cookie immediately (remove it) by selecting the 'Log Off' menu option as the last thing you do when you use the site.

Some of our business partners may use cookies on our site (for example, advertisers). However, we have no access to or control over these cookies and we are not aware of any at present that do so.

Log Files

We use IP addresses to analyse trends, administer the site, track movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.


This web site contains links to other sites. Please be aware that Mondaq (or its affiliate sites) are not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of these third party sites. This privacy statement applies solely to information collected by this Web site.

Surveys & Contests

From time-to-time our site requests information from users via surveys or contests. Participation in these surveys or contests is completely voluntary and the user therefore has a choice whether or not to disclose any information requested. Information requested may include contact information (such as name and delivery address), and demographic information (such as postcode, age level). Contact information will be used to notify the winners and award prizes. Survey information will be used for purposes of monitoring or improving the functionality of the site.


If a user elects to use our referral service for informing a friend about our site, we ask them for the friend’s name and email address. Mondaq stores this information and may contact the friend to invite them to register with Mondaq, but they will not be contacted more than once. The friend may contact Mondaq to request the removal of this information from our database.


This website takes every reasonable precaution to protect our users’ information. When users submit sensitive information via the website, your information is protected using firewalls and other security technology. If you have any questions about the security at our website, you can send an email to webmaster@mondaq.com.

Correcting/Updating Personal Information

If a user’s personally identifiable information changes (such as postcode), or if a user no longer desires our service, we will endeavour to provide a way to correct, update or remove that user’s personal data provided to us. This can usually be done at the “Your Profile” page or by sending an email to EditorialAdvisor@mondaq.com.

Notification of Changes

If we decide to change our Terms & Conditions or Privacy Policy, we will post those changes on our site so our users are always aware of what information we collect, how we use it, and under what circumstances, if any, we disclose it. If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email. Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected.

How to contact Mondaq

You can contact us with comments or queries at enquiries@mondaq.com.

If for some reason you believe Mondaq Ltd. has not adhered to these principles, please notify us by e-mail at problems@mondaq.com and we will use commercially reasonable efforts to determine and correct the problem promptly.