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Michelle Cohen Levy
Michelle Cohen Levy

3 things to know about holiday discrimination at work

On Behalf of | Nov 28, 2022 | Employment Law |

The holidays are a festive time for most people, but employers have to walk a fine line. They may want to embrace the holiday season, but they can’t alienate any group of people when they’re doing this. 

One of the most important things that employers should remember is that only some employees may celebrate specific religious holidays. Because of this, they should limit religion-based décor in the workplace so they aren’t discriminating against any worker. 

1. Holiday décor should be non-religious

Holiday décor can include seasonal items; religious icons shouldn’t be present. For example, a holiday tree is likely suitable but including a manger scene with it wouldn’t be appropriate. Companies can also present a policy about personal décor limitations as long as the limitations apply to everyone. 

2. Holiday events should embrace everyone

Holiday events are great for team building, but they should be named appropriately and include everyone. For example, have a holiday party instead of a Christmas party. This ensures that even those who don’t celebrate Christmas don’t feel discriminated against. 

3. Feedback should be welcomed

All employees should be able to speak up about anything they feel is discriminatory against anyone. Employers should listen to that feedback and consider how they can correct the issue. In some cases, a simple explanation about the matter might be all that’s necessary to clear up perceived discrimination.

Workplace discrimination isn’t ever acceptable. Workers have the right to take action if they’re discriminated against, but employers can also combat those claims. Regardless of which side you’re on, you should learn your options so you can do what you feel is in your best interests.