The classic festive song ‘Deck the Halls’, in addition to containing 96 occurrences of the word ‘La’, refers to Christmas as ‘the season to be jolly’. However, it is important for employers to remember that Christmas is not necessarily a ‘jolly’ time for all employees. In this week’s blog we look at five reasons Christmas might not be merry for everyone, and how HR can help:
- Neurodivergent employees
The challenge:
For neurodivergent employees, the sensory overload of Christmas (think bright lights, loud music, and social gatherings) – can be overwhelming. Changes to routine and unstructured events like Christmas parties may also create stress.
HR support tips:
- Offer quiet or low-sensory spaces at work events.
- Communicate clearly about any schedule changes or events.
- Encourage optional participation in activities, ensuring there’s no pressure to join.
- Employees who don’t drink
The challenge:
Many Christmas traditions in the workplace revolve around alcohol, such as pub outings or parties. Non-drinkers, whether for health, cultural, religious, or personal reasons, can feel excluded or uncomfortable.
HR support tips:
- Offer non-alcoholic options and normalise their presence at work events.
- Plan activities that don’t centre on drinking, such as games, team-building exercises, or shared meals.
- Avoid using alcohol-related gifts or rewards in the workplace. This might include warning staff about gifting alcohol as part of a work Secret Santa.
- Financial Stress:
The challenge:
Pressure to buy gifts, attend events, or participate in ‘Secret Santa’ can be overwhelming, particularly for employees already struggling financially.
HR support tips:
Avoid mandatory gift exchanges. Encourage alternatives such as charitable or food bank donations. Provide access to financial support resources where possible. Consider offering a ‘Christmas advance’ of wages for cases of significant hardship. Any such offer would need to be accompanied by a formal agreement setting out the terms of the payment and how repayment will be handled. If any deductions made to future pay under the repayment terms agreed take the employee’s take-home pay in those pay periods below the relevant national minimum wage or national living wage level then you don’t need to be unduly concerned – deductions to recoup advances of wages do not reduce a worker’s total pay for the purpose of minimum wage rules.
- Employees who are lonely
The challenge:
The holidays can exacerbate feelings of loneliness for employees who are far from family, have lost loved ones, or face strained relationships. Social comparisons can make this worse.
HR support tips:
- Encourage a culture of care and inclusion year-round, not just during the holidays.
- Advise managers to ‘check-in’ with their employees around Christmas time for a welfare call – especially if they work remotely.
- Offer support resources, such as Employee Assistance Programs or counselling services.
- Create small-group activities where employees can connect meaningfully without large, high-pressure social settings.
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Employees with childcare responsibilities
The challenge:
School holidays and reduced childcare options can create logistical headaches for parents. Holiday clubs often don’t run over the Christmas period.
HR support tips:
- Offer ad hoc discretionary flexible working arrangements to help employees manage childcare responsibilities.
- Consider hosting family-friendly events or providing access to temporary childcare support.
Christmas can be a joyful time, but it’s also a period that highlights personal and professional challenges for many employees. HR can lead the way and play a pivotal role in making the season brighter for everyone.