Plus one = plus fun? Pros and cons of inviting spouses and partners to the corporate holiday party

Media Contact: Barbara Fornasiero; EAFocus Communications; 248.260.8466; barbara@eafocus.com

Detroit – November 24, 2025 – A recent survey regarding corporate holiday gatherings prompted conversation and articles on the beloved – or despised- tradition’s comeback. Deborah Brouwer, managing partner of management side labor and employment law firm Nemeth Bonnette Brouwer, said one offshoot of the discussion that needs more attention is the decision on whether to limit the party to employees only or to invite employees to bring a plus one.

“The first consideration by most employers is going to be potentially doubling the cost of the gathering, but a more nuanced view also considers the value-add of inviting partners and spouses to accompany employees,” Brouwer said. “For many employees, the prospect of bringing their partner changes the event from a feeling of forced fun to a night out, depending on the time and location of the event.”

Pros of employers inviting a plus one to a corporate holiday party:

• The employer can appear generous in extending the invitation, reflecting that the employee having the best time possible is a priority
• The employee is more likely to attend given the partner option, especially if remote work finds them balancing dual feelings of not wanting to be in the workplace yet missing the energy that comes from in-person connections with co-workers
• The employee may be on their best behavior – or reined in – given the presence of the partner and spouse
• Partners get the opportunity to meet the colleagues they’ve only heard of in occasional conversations – and perhaps draw their own conclusions!
• Partners gain a better understanding of the employee’s workplace culture, ideally reinforcing the employee’s belief that they are with a good, solid company

Negatives of employers inviting a plus one to a corporate holiday party

• Employees without a partner may feel awkward and opt not to go, when they would have attended if it were employees-only
• Guests of employees may be just as likely – or more so – to act inappropriately at an event where the alcohol may be flowing. Given that guests aren’t subject to work discipline, there is potential for the employee to be blamed for the behavior. Employers should discuss in advance the responsibility of employees and guests to be considerate of others and the spirit of the event.

“Whether to invite a partner or spouse may ultimately be determined by the timing and location of the event,” Brouwer said. “An onsite breakfast or lunch gathering is generally best suited to employees only and can encourage camaraderie and holiday cheer among colleagues. Nighttime events without partners may have greater potential to lead to behavior that veers into sexual harassment territory. Ultimately, the employer needs to consider the corporate culture and make the decision from that perspective.”

Regardless of the nature of the gathering, Brouwer offers employers the following 10 corporate holiday party tips. 

1. Senior management and HR representatives from the organization should attend the party, follow all company policies and set an example for the organization in terms of appropriate behavior.
2. Given their celebratory and collegial nature, holiday parties can mean hugs, but don’t let things get out of hand. The company’s sexual harassment policy should be reviewed prior to the party—and enforced on the spot if questionable behavior (e.g., excessive hugging and touching) becomes evident.
3. Without being Scrooge-like, remind employees that while the holiday party is meant to celebrate the season and their contributions from the past year, the event is still a business function and inappropriate behavior may result in discipline, including termination.
4. Smile for the camera but be alert to questionable party pictures, videos and social media posts. Remind staff in advance that the company’s social media policy applies at the event, and that actions will be taken against those who don’t follow the spirit of the policy. This may also be a good time to review company social media policies and ensure that photo releases have been signed by staff and are still current.
5. If alcohol is served and employees (including interns) under the age of 21 will be present, be sure to implement and follow a “We ID” policy. Also consider a drink ticket system to limit company-provided alcohol.
6. Clarify how legal marijuana use will be handled if not implementing a complete ban on its use. While employees may think it’s ok to use before or during the holiday event because it is ‘off hours,’ they are mistaken; employers have the right to enforce workplace policies on marijuana even when such use is outside the actual workplace.
7. For crowd control and better monitoring of party activities, consider limiting parties to employees and their partners, rather than adding clients and vendors. Also, for riskier activities like rock climbing or the persistent axe-throwing craze, understand there may be employer liability, regardless of waivers.
8. Consider hosting celebratory events at a breakfast or lunch gathering – or a Monday or Tuesday evening rather than a Thursday, Friday or Saturday night.
9. Invite all employees to the party but make it clear that attendance is voluntary. Not everyone celebrates the holidays and employees should not feel pressured to attend.
10. “Don’t drink (or vape/smoke weed) and drive” should be the mantra. If possible, arrange for transportation in advance for employees who may not be able to drive. Shuttles and car services are an excellent option but can be costly. Consider alternatives, including offering to reimburse employees for ride-hailing services or cab fares.

“Following these tips might not guarantee a good time will be had by all – but it should help team members at every level hold onto their jobs in the new year,” Brouwer said.  

About Nemeth Bonnette Brouwer PC

Nemeth Bonnette Brouwer specializes in employment litigation, traditional labor law, workplace investigations, and management consultation and training for private and public sector employers. The firm also provides arbitration and mediation services. Woman-owned and led since its founding in 1992, Nemeth Bonnette Brouwer exclusively represents management in the prevention, resolution and litigation of labor and employment disputes.