Forcing employees to join office parties

The holidays are meant to bring warmth, joy, and togetherness. But as offices gear up for Christmas parties and year-end festivities, some employers require their employees to join planned parties and participate therein.  Non-compliance is threatened with sanctions.

This should not be so.

Thus the Department of Labor and Employment’s (DoLE) has stepped in and has issued a strong reminder that cuts through the tinsel and glitter: celebration must never come at the expense of consent.  Fun should not be coerced but must come through voluntary choice.

DoLE’s warning against coercion in workplace holiday activities is more than a seasonal memo — it is a statement of principle. Forcing employees to dance, sing, perform, join games, or otherwise “participate” just to show team spirit turns celebration into pressure. 

What should be joyful becomes stressful; what should unite and strengthen bonds instead becomes a source of alienation. The truth is, there is nothing festive about discomfort even if the same is dressed up as fun.

At its core, this is about power. When participation is treated as mandatory, the imbalance between employer and employee becomes painfully clear. The Labor Code is explicit: workers cannot be compelled to do tasks outside their job description. 

The Code also spells out just causes for workplace discipline, and not joining or performing in office parties is not one of them. This is not a technicality — it is a safeguard for one’s dignity. A workplace that respects boundaries is one that genuinely values its people.

DoLE’s reminder that employees may report coercive behavior to the National Labor Relations Commission (NLRC) matters too. It affirms that workers have a voice, even in environments where hierarchy often silences objection. A culture of respect thrives when people know they can say no without fear of ridicule, reprisal, or being labeled as “not a team player.”

Ironically, voluntary participation in office parties builds stronger camaraderie than forced enthusiasm ever could. When employees are free to opt out, those who choose to join and remain do so sincerely, and not out of obligation.

That is how real community forms — through voluntary choice, not mandatory compliance.

The Safe Spaces Act (Republic Act 111313) reinforces this further by protecting employees from harassment, inappropriate behavior, or any type of unwanted actions in the workplace, even if meant to be festive or otherwise. The law exposes erring employers to criminal liability.

Diversity in beliefs, personalities, and comfort levels is a reality in every workplace. Respecting that diversity is not a buzzword; it is the foundation of a healthy organization and strong camaraderie.

If we truly want to honor the spirit of Christmas, we must let go of forced cheer. Celebration should be an invitation, not a mandatory requirement. Only then can holiday gatherings become what they are meant to be: spaces of genuine joy, mutual respect, and shared humanity.