I’ve spent enough Christmases in recruitment to see all kinds of festive gestures from employers—some brilliant, some… well, let’s just say, less appreciated. And trust me, I’ve heard it all from candidates. Christmas, for many, is more than mince pies and secret Santa—it’s the perfect moment for companies to show appreciation to the people who keep their business ticking all year.
The challenge? Knowing what really works to make your team feel valued. I’ve pulled together the most common ways businesses treat their employees at Christmas, what people actually like, and some practical tips to navigate holiday HR headaches.
The Usual Christmas Treats
Here are some of the classics that businesses roll out every December:
1. Bonuses
It’s the obvious one. A financial thank-you never goes unnoticed. But while the majority love a year-end bonus, there’s a caveat—if you promise it, make sure you deliver. Few things sour morale more than unmet expectations.
2. Extra Time Off
The most coveted gift? Time. Whether it’s a free half-day, flexible hours to manage school plays, or a fully paid day off, this one ranks high. For employees juggling family life, it’s priceless.
3. Christmas Parties
Ah, the office party—either the highlight of the year or something to survive. When done right, they’re brilliant for morale and team bonding. But here are a few words of advice:
- Make it inclusive. Think beyond alcohol-fuelled events.
- Manage expectations around behaviour (HR nightmare averted).
- Cover the costs. Don’t take it on, and make it an event and expect your employees to pay for it.
4. Thoughtful Gifts
Forget generic chocolates. Personalised gifts—like hampers tailored to interests—show real effort and care. Sarah loves coffee? Treat her to artisanal beans and a French press. Small gestures, big impact.
5. Thank-You Notes
Sounds basic, doesn’t it? But you’d be surprised how much a heartfelt, handwritten note matters. “You went above and beyond on X project, and I noticed.” That kind of appreciation sticks.
6. Wellbeing Perks
On-site massages, wellbeing workshops, or even a mindfulness webinar can help reduce stress during the busiest time of year. It’s the kind of care that employees remember.
Practical HR Considerations for Christmas
The festive season isn’t just about spreading cheer—there’s a legal side that businesses can’t ignore.
1. Leave Requests & Fairness
It’s no secret Christmas leave is in high demand. So how do you manage it?
- First come, first served? It works… until people start booking leave months in advance. This can frustrate those left out.
- Fairer systems: Set a deadline for all leave requests and give priority to those who worked the previous year. If demand still outstrips cover, run a draw to decide fairly.
2. Bank Holidays
Here’s one that often confuses people: employees don’t have an automatic right to time off on bank holidays.
- It depends entirely on their contract. If it says “20 days plus bank holidays”—great, they’re entitled to them.
- If it’s “28 days total,” bank holidays can be treated as normal working days. This is especially relevant for sectors like retail and hospitality that don’t shut down over Christmas.
3. Shutdown Periods
If your company shuts down completely between Christmas and New Year, you can require employees to take annual leave—but you need to give twice as much notice as the period you’re enforcing.
4. Seasonal Workers
Seasonal staff make Christmas possible for so many businesses. Quick HR tips:
- They’re entitled to the same pay rates and pro-rated holidays as permanent staff.
- Always give them a proper contract, including an end date or project completion terms.
- If you’re unsure about hours, consider a zero-hour contract (but be upfront about this).
What Do Employees Really Want?
Here’s the thing: grand gestures are lovely, but it’s often the smaller, personal touches that matter most.
A survey I read recently summed it up perfectly: employees feel most valued when they receive a mix of:
- Practical perks—like time off or bonuses.
- Personal recognition—a thank-you tailored to their contribution.
So if you’re an employer, my advice is this: don’t overthink it. You don’t need to break the bank to show appreciation. A bonus is great, but so is an extra day off, a thoughtful gift, or simply acknowledging the hard work your team puts in all year.
And if you’re managing leave or juggling busy periods? Be transparent, communicate early, and keep it fair.
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I’d love to hear what your company does at Christmas—whether you’re a fan of end-of-year parties, extra days off, or something more creative. And for businesses, what’s been your most successful festive gesture? Share your thoughts below.
