Beyond the Holiday Cheer: What Employers Should Know About Substance Use Risks at Workplace Celebrations

The holiday season often brings a welcome break from daily routines, offering time with colleagues, celebrations, and company-sponsored events meant to build morale and strengthen workplace culture. But for employers, this season also brings heightened risks related to employee alcohol and drug use, particularly at workplace gatherings. 

Unlike typical workplace settings, where policies and expectations are clear and structured, social events blur the lines. That’s why holiday celebrations, and any employer-sponsored event for that matter, require thoughtful planning, risk awareness, and clarity in policy language.

Alcohol Is Still the Most Prevalent Workplace Risk—Even at Celebratory Events 

While marijuana continues to dominate national headlines, alcohol remains the most commonly used substance in the U.S. According to the 2024 National Survey on Drug Use and Health (NSDUH), about 43.1 % of current alcohol users aged 12 or older reported binge drinking in the past month, a figure that still highlights broad alcohol consumption patterns in the United States. 

These trends matter because holiday events tend to encourage more permissive alcohol behavior. Alcohol.org reports that: 

• 88% of employees drink at company parties 

• 20% binge drink at these events 

• 85% of drunk driving cases are tied to binge drinking 

Even when off-site or after hours, employers may still have liability exposure related to over-consumption, impaired behavior, or post-event incidents. 

Real-World Case Example: Employer Liability After a Holiday Event 

Employer liability for post-event behavior is not hypothetical!  

In Purton v. Marriott International, Inc. (2013), a California appellate court held that an employer could be liable for a fatal drunk-driving accident caused by an employee after leaving a company-sponsored holiday party. The employee had consumed alcohol provided by the employer at the event, and although the collision occurred later and off-site, the court determined that the risk originated during the employer-hosted function.  

The ruling emphasized that when a company provides alcohol as part of an event connected to work, it may still bear responsibility for injuries that occur afterward.

Why Employers Must Revisit Their Policies Before Holiday Events 

Many drug testing policies reference workplace expectations but often fail to address external company-sponsored functions. Employers should consider whether their policy covers: 

• Alcohol consumption at company events 

• Behavior expectations for employees representing the company 

• Transportation or designated-driver provisions 

• Post-event conduct, including harassment or safety violations 

• Whether drug testing might be triggered by event-related incidents 

Even if a testing program itself does not apply at a party, the behavioral and safety aspects fall firmly within employer responsibility. 

The National Institute on Alcohol Abuse and Alcoholism (NIAAA) offers guidance that is highly relevant for employers hosting events: 

• Provide alcohol-free drink options 

• Offer food to slow alcohol absorption 

• Ensure employees have safe transportation

Managing Risk Without Dampening the Celebration 

Holiday events should uplift morale, not create liability. Employers can significantly reduce risk with simple, proactive steps. The National Federation of Independent Business (NFIB) recommends: 

• Hiring trained bartenders to control alcohol distribution 

• Providing a limited number of drink tickets 

• Serving beer and wine instead of hard liquor 

• Hosting daytime events to reduce binge-drinking behaviors 

Even small changes to your event structure can meaningfully reduce impairment-related issues.

Drug Use Concerns: Not Just an Alcohol Issue 

Although the holiday season is most associated with alcohol, rising concerns around marijuana, fentanyl contamination, and impairment at work mean that employers must look beyond the punch bowl. 

While employees may assume recreational marijuana is acceptable off duty, employers—especially in safety-sensitive environments—must ensure employees understand: 

• State legalization does not equal workplace permissibility 

• Being under the influence at a company event can still violate policy 

• Event-related incidents may trigger reasonable suspicion testing 

• DOT-covered employees are held to stricter standards regardless of state law 

This is another reason why clear policy language is essential before the holiday season begins. 

Turning Holiday Events into Positive, Safe Experiences 

Holiday celebrations are a meaningful way to show appreciation, strengthen company culture, and build community. The goal isn’t to remove the fun! It’s to create an environment where everyone feels safe, supported, and respected. 

Employers who take the time to prepare: 

• Reduce the likelihood of misconduct 

• Lower liability exposure 

• Demonstrate genuine care for employee wellbeing 

• Reinforce a positive and safe company culture 

Holiday celebrations should be about appreciation, joy, and togetherness—not situations that lead to problems such as accidents, misconduct, alcohol-related issues, or other preventable events.

 Need Help Preparing Your Policy Before the Holidays? 

The Current Consulting Group can help employers: 

• Update drug and alcohol policies 

• Add event-specific language for holiday parties 

• Clarify liability protections 

• Train supervisors on impairment recognition 

• Prepare communication templates for employees

For policy assistance or program reviews, contact ClearStar to get started. 

Current Consulting Group - Expert Drug Testing Industry Consultants

With 25 years in the industry, Current Consulting Group is uniquely qualified to meet its dual mission, which is to help employers comply with all applicable drug testing laws and regulations and to help employee screening providers increase revenue, improve profitability, and effectively promote their brand.

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