Running a giveaway for your workforce is not the same as launching a consumer sweepstakes. HR owns eligibility, communications, and reputational risk. Legal owns compliance. Here is how those pieces fit together.
Private vs public promotions
Consumer platforms like Gaviom sweepstakes market to the public with published odds and live draws. Employer programs close the audience to enrolled employees, often on a branded subdomain with HRIS or CSV enrollment.
Closed audiences simplify some communications but not legal fundamentals: you still need consideration analysis, official rules, and documented random selection.
Compliance checklist for People teams
- Written Official Rules with sponsor, eligibility, ARV, and deadlines
- AMOE when any paid path exists, same pool, same odds
- State eligibility review for multi-state workforces
- Winner verification, affidavits, and 1099 workflow for taxable prizes
- Recorded or live selection for auditability
Gaviom for Business packages these elements so HR does not assemble vendors piecemeal. Learn about the business offering.
When to bring legal in early
Involve counsel before announcing prize values or enrollment dates. Retrofitting compliance after employees have seen marketing creates rework and trust issues.
For consumer-facing context on AMOE, see how free entry works and Gaviom mail-in instructions.