We have set out 5 top tips on how employers can support their employees during the festive period.
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Manage annual leave requests fairly
Employers are likely to get lots of requests for annual leave between mid-December and early January.
It’s important to treat leave requests fairly by considering who has worked previous Christmas periods and prioritising their annual leave requests. If cover is needed on Christmas Day, leave requests from Christian workers should be given extra consideration on the grounds that it is a religious holiday for them. If an employer refuses a leave request from a Christian, this could be indirect discrimination.
By carefully considering each leave request over this period, employers can be assured that there are adequate staffing levels, alleviating the pressure on certain departments and employees.
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Be mindful of employee workloads
Employees may find themselves trying to get various tasks completed before the end of the year. This may result in them working longer hours, which can be overwhelming and eventually lead to burnout.
Employees should feel motivated to return to work in the New Year, not exhausted. Therefore, employers are reminded to:
- regularly check in with their teams
- help employees prioritise any outstanding tasks or projects
- review any deadlines and, where possible, push back any non-urgent tasks to the New Year
- avoid delegating projects with a tight deadline either before the end of the year or shortly after the New Year
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Recognise financial concerns
The lead-up to Christmas can be very overwhelming financially, from the stresses of buying gifts and heating the house to feeding the family. Employers should try to lessen these financial worries as much as possible by:
- informing staff of an earlier pay date than normal, if necessary
- organising financial wellbeing sessions that contain tips on how to budget over a longer period of time if the usual pay date is brought forward
- signposting employees to any company benefits or discounts that can help save money on Christmas shopping
- ensuring the money spent on a workplace Secret Santa is kept to a minimum – for example, £5 to £10 per gift
- ensuring work social gatherings are voluntary so employees don’t feel obliged to attend and have to worry about additional spending, such as travelling costs
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Check in on vulnerable staff members
Employees who have experienced grief may have heightened emotions around this time of year. It’s important for employers to check in on them and ensure they feel supported and cared for during this time. This could be as simple as an email or phone call asking them how they are and how they plan to spend their time over the festive period.
It is also encouraged to point them to any mental health resources the company offers so they are aware of the support available to them. For example, the company’s employee assistance programme (EAP).
It can be equally difficult and lonely for those who may live far away from family members or have broken or difficult relationships. For example, single parents who are trying to navigate splitting time over Christmas to spend time with their children.
It may be a good idea to bring colleagues together in simple ways, allowing staff to have other things aside from work and personal issues to focus on. For example, organising a Christmas quiz or a festive bake day.
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Be flexible when planning social events and include everyone
Events such as a Christmas quiz, festive drinks after work or a team lunch may sound like a great way to get colleagues together. However, employers should be mindful of those who may find socialising in groups overwhelming and difficult.
When organising these types of events, employers should think about those who:
- are neurodivergent and struggle to be in a busy and loud environment
- are new to the company and may not know as many people
- work remotely and are unable to travel to events
- don’t drink alcohol
- have allergies or dietary requirements
To ensure that everyone is included in social events, employers should:
- ask employees what they would like to do rather than assume – this can simply be in the form of an email or a questionnaire available on the company intranet
- make events voluntary, giving those who may not want to or are unable to attend the option to decline
- offer the option to join virtually – for example, a Christmas quiz can be held both in person and online
- ensure dietary requirements and allergies people need to be aware of are made clear when sending invites out for any events that involve food
where events are held externally, ensure they are affordable and accommodate all staff members
