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  • Writer's picturePeter Lamont, Esq.

Halloween Can be Scary in the Office

Every office needs to cut loose once in a while and what better time than Halloween? Allowing employees to wear costumes to work can be fun, but it can also be the scariest thing you deal with this Halloween.

If you are going to allow employees to wear costumes to work make sure that you take a few minutes to go over the ground rules with them. The key is to explain that Halloween is ripe for discrimination claims that could get the company sued, and the employees fired.

As a general rule, employers and their managers should require all employees to have costumes that cover them from shoulder to knees. There should also be a ban on any costumes that are religious, political, racist, sexist, or grotesque.

While there is no way to prevent an employee from showing up dressed like a sexy librarian, a terrorist, or Kim Jong-un, employers should tell employees that those showing up with inappropriate costumes will be asked to remove them or, if their costumes can't be removed, will be sent home.

Halloween costumes in the office can be fun. Employees wishing to participate just need to understand it is not the time to make a statement. The best way to limit inappropriate Halloween behavior is to discuss limitations and expectations with employees, manager, and staff in advance.

If you would like more information about this topic or have general legal questions, please feel free to contact me at (201) 904-2211 or via email at We answer legal questions on a daily basis and would be happy to discuss any issues or questions that you have with you. © 2017, Law Offices of Peter J. Lamont & Associates. This Update is provided for informational purposes only. It is not intended as legal advice nor does it create an attorney/client relationship between the firm and any readers or recipients. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. This Update may be considered attorney advertising in some states. Furthermore, prior results do not guarantee a similar outcome.



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