Common HR Issues During the Festive Period and How to Manage Them

The festive season often brings a positive end-of-year atmosphere, but it can also present several common HR issues for employers. Increased social events, annual leave requests, staff absences, operational pressures, and winter weather disruptions all require careful planning. Proactive management helps maintain compliance, engagement, morale and productivity during this busy period.

1. Seasonal Social Events

Festive events and workplace parties can increase the risk of misconduct, inappropriate behaviour or non-inclusive interactions, which may lead to grievance or disciplinary issues.

How to manage it:

• Remind staff of expected standards of conduct in advance and clarify that workplace policies apply to all work-related social events.
• Ensure events are inclusive, with consideration for accessibility, dietary requirements, non-alcoholic alternatives, and safe transport arrangements.
• Provide clear reporting routes so employees know how to raise concerns should issues arise.

2. Employee Leave Requests

The festive period often results in multiple annual leave requests that may be difficult to accommodate while maintaining operational capacity.

How to manage it:

• Address festive leave planning early in the year to minimise last-minute disputes or disappointment.
• Prioritise requests on a fair basis – this may be first-come, first-served, but best practice is to implement a rotational approach to ensure equity over time.
• Communicate clearly and consistently so employees understand how decisions are made.

3. Seasonal Shutdowns

Some organisations choose to close temporarily over the festive period.

How to manage it:

• Where seasonal shutdowns apply, employers can either provide additional paid leave or require employees to use part of their annual leave entitlement.
• If mandating leave, employers must give notice at least twice the length of the leave to be taken.
• For recurring annual shutdowns, ensure these requirements are outlined in employment contracts and the employee handbook.

4. Inclusivity for Employees Who Do Not Celebrate Christmas

Not all employees celebrate Christmas, and employers should consider how to foster an inclusive environment.

How to manage it:

• Reframe activities as “festive” or “end-of-year” events rather than exclusively Christmas-themed, ensuring they remain optional and inclusive.
• Provide alternatives to traditional Christmas elements, such as alcohol gifts, to avoid excluding any group.
• Invite all employees to participate, but be understanding and respectful if individuals choose not to engage.
• Take time to understand and acknowledge cultural or religious celebrations significant to individual team members throughout the year.

5. Weather-Related Disruptions

Severe winter weather, such as snow and ice, can cause transport disruption and affect employees’ ability to attend work or fulfil their duties.

How to manage it:

• Discuss options with affected employees, such as altered start times, flexible hours to make up time, temporary homeworking or shift swaps.
• Ensure decisions are fair, consistent and sensitive to individual circumstances.
• Clarify pay arrangements in advance. Depending on contractual terms, employees may not be entitled to pay if they cannot work due to weather disruption; in such cases, you could offer the option to use annual leave.
• Implement a clear Weather Disruption Policy so employees understand procedures ahead of time.

6. Increased Absence and Sickness

Winter months often bring higher levels of sickness absence, including colds, flu and other seasonal illnesses, alongside the risk of occasional non-genuine absences.

How to manage it:

• Introduce proactive wellbeing measures, such as funded flu vaccinations, hygiene campaigns, and availability of hand sanitiser.
• Allow homeworking where appropriate for employees experiencing minor symptoms but who are still fit to work, to reduce sickness spread and maintain productivity.
• Strengthen contingency plans to manage predictable seasonal staffing shortages.
• Ensure all absences are addressed under a robust Absence Management Policy, including routine return-to-work meetings and trigger-point reviews.
• If you suspect an absence is not genuine, investigate the matter fairly and thoroughly before taking action. In such cases, the disciplinary procedure may apply.

To find out more information or to discuss how to manage these common festive HR issues in your workplace, please get in contact with our team of experts.

T: 0330 107 1037

E: contact@hpc.uk.com

LinkedIn: High Performance Consultancy