The Twelve Days of Christmas for Employers
The countdown to Christmas is full of sparkle and celebration, but for employers it can also bring a long list of HR challenges. From bonuses and parties to holiday requests and Secret Santa surprises, the festive season can test even the most organised workplace. Here is your cheerful but practical guide to navigating the twelve days of Christmas with confidence, clarity and a touch of seasonal joy.
On the first day of Christmas, my HR gave to me…
A bonus with a bottle of brandy
Christmas Bonuses and Custom and Practice
The season often starts with the big question. Will there be a Christmas bonus this year. If the bonus is contractual, it must be paid. If it is discretionary, you do have a choice, but be cautious. If you have always paid a bonus, you may have created an implied contractual term through custom and practice. Check your contracts and past behaviour before making a decision.
On the second day of Christmas, my HR gave to me…
Two loving employees
Relationships, Parties and Behaviour
Office parties bring fun, celebration and occasionally a few unexpected romances. A workplace relationship policy helps you manage any issues respectfully. If a one-off incident or allegation of inappropriate behaviour arises after a festive event, make sure your anti-harassment and bullying policy is clear. Parties do not remove your responsibility as an employer.
On the third day of Christmas, my HR gave to me…
Three Christmas trends
Dress Codes and Seasonal Style
December often brings relaxed dress codes, Christmas jumpers and festive flair. Keep participation optional and inclusive, as not everyone celebrates Christmas. If casual dress starts affecting professionalism, a reminder of your standard dress code ahead of time helps reset expectations.
On the fourth day of Christmas, my HR gave to me…
Four planned shutdowns
Annual Leave, Closures and Requests
If your business closes over Christmas, tell staff early so they can save enough holiday. If you enforce leave at short notice, you must give double the notice. If an employee has no holiday left, you cannot make them take unpaid leave. You can refuse leave requests for business needs, but your system must be fair and well communicated.
On the fifth day of Christmas, my HR gave to me…
Five gold rings
(Or rather… five rules on working hours)
Overtime and Working Hours
If December is busy and you need longer hours, check what contracts allow. Remember the Working Time Regulations. Staff cannot work more than an average of forty-eight hours without an opt out. Even then, they can withdraw their consent with notice.
On the sixth day of Christmas, my HR gave to me…
Six Secret Santa slip ups
Secret Santa and Gift Etiquette
Secret Santa can be wonderful or awkward. Make it voluntary, set a sensible budget and remind staff to keep gifts appropriate. A little structure keeps things light and fun.
On the seventh day of Christmas, my HR gave to me…
Seven supplier chocolates
Supplier Gifts and Bribery Rules
Chocolates and wine may arrive from clients and suppliers. Decide your approach. Are small gifts fine to keep. Should everything go into a shared hamper. Do you need a gift register. If you do not already have a bribery or gift policy, this is the perfect time to introduce one.
On the eighth day of Christmas, my HR gave to me…
Eight online shoppers
Online Shopping and Distractions
With online shopping peaking in December, browsing at work becomes tempting. A friendly reminder of your internet and personal device rules early in the month can prevent issues later.
On the ninth day of Christmas, my HR gave to me…
Nine parcels arriving
Deliveries to the Workplace
Employees may ask for personal parcels to be sent to work, but this can be a drain on time and creates risk. You can refuse this entirely. A clear policy avoids misunderstandings.
On the tenth day of Christmas, my HR gave to me…
Ten temporary staff
Seasonal Workers and Contracts
If you bring in temporary staff, make sure they are on the correct contracts. Fixed term works well when you know the end date. Zero hours is better when workload is unpredictable. Temporary workers must receive the same pay and benefits as permanent staff in comparable roles.
On the eleventh day of Christmas, my HR gave to me…
Eleven merry partygoers
Christmas Parties and Employer Liability
Christmas parties should be fun, but around ten percent of employees face disciplinary action because of party behaviour. Remind staff that it is an extension of the workplace. Keep things inclusive, be mindful with alcohol and decide your stance on social media. To reduce next day absence, consider holding events later in the week.
On the twelfth day of Christmas, my HR gave to me…
Twelve hungover workers
Alcohol, Hangovers and the Morning After
If you believe an employee has arrived drunk, follow your alcohol and drug policy. Being drunk or hungover at work may be gross misconduct. Remind staff ahead of time that they must be fit to work. Policies protect you and ensure everyone is treated consistently.
A Happy and Well Managed Christmas
The festive season can be warm, generous and joyful with the right preparation. Clear communication, fairness and well drafted policies will help you support your team and protect your business. If you need help updating or introducing any of the policies mentioned above, it is always best to do it before issues arise.
Let Christmas be a season of clarity as well as cheer.