Festive HR practices should protect your business while keeping employees engaged and motivated over Christmas. A clear plan around conduct, time off and wellbeing will help the season run smoothly.
Plan policies and communication
Ensure core HR policies on behaviour, social media, absence and grievances are up to date and clearly communicated before any festive events or office celebrations. Remind employees that parties and socials are still work events, and that consistent, fair decision-making will apply if issues arise.
Manage leave, workload and wellbeing
Balance annual leave requests with business needs by planning staffing levels early and applying the same rules to everyone to avoid resentment. Support wellbeing by encouraging managers to spot signs of stress, offering flexibility where possible and recognising that some employees may find the season financially or emotionally challenging.
Focus on engagement and retention
Use the festive period to strengthen engagement through inclusive activities, recognition and regular check-ins rather than relying solely on a one-off party. Thoughtful engagement at Christmas can build loyalty, reduce turnover and set a positive tone for the New Year.
For tailored, personalised HR solutions that align festive practices with your business goals, contact Leonie Goodman Consulting for independent HR support that increases engagement, retention and compliance.