The Christmas Survival Guide: Practical Strategies for Employers

The Christmas Survival Guide: Practical Strategies for Employers | Tuesday 2 December 2025 | 3 min read

The John Lewis Christmas advert is out, community Lights Up events have been closing the high streets, and the party season is beginning to get underway.

Here are our top tips for helping your business to survive and thrive in the silly season.

Christmas Parties (without the hangover):

• • Be inclusive – think about the people you cannot see when you scan the office – are they invited, is it arranged in a way that allows them to attend?
  • Lead by example – make sure your senior team are present and engaged.
  • Set expectations early – if you have a Code of Conduct, make sure it covers conduct at social events.
  • Booze – limit alcohol if you know there are likely to be problems, or consider whether a lunch-time event may be better than one that goes long into the evening.
  • Beware of the after-party – conduct at these events still counts!

Colds and Flu:

• • Stop the spread – have clear policies on when people should and should not be in the office to stop the spread of germs at this time of year.
  • If you’re sick, you’re sick – make strategic decisions about whether you want people working from home if they are ill (and able to).
  • Beware the absences on key days – Fridays/Mondays/the days before and after bank holidays.
  • Have absence management plans and hold return-to-work meetings.

Mental Health and Wellbeing:

• • Christmas is not easy for everyone – be mindful that some find this season particularly difficult.
  • Check in on anyone who appears withdrawn or does not seem themselves and signpost to mental health first aiders (if you have them).

Snow Days:

• • The advent of online classrooms has killed the traditional snow day; however, have a plan for what you do in adverse weather conditions, if schools close or severe weather warnings are issued, and travel to work is disrupted.
  • Have risk assessments for lone workers, particularly those who drive distances.
  • Consider cover requirements and measures for planned and unplanned closures.

Managing Leave Requests:

• • Beware the militant leave requests – holiday policies that operate on a first-come, first-served basis tend to prejudice particular groups.
  • Consider closure periods and be clear with staff on the extent to which they must reserve leave to cover these periods.
  • Consider how you want to manage additional requests for time off to attend nativity, school plays, or other seasonal events that may take place during the working day.
  • Be realistic and pragmatic about cover arrangements.
  • Manage client expectations around the holiday period.

Good Will and Christmas Cheer:

• • Don’t underestimate the value of small acts – many benefits programmes can be costly and require long-term investments by businesses – use the season of peace and joy to create some easy goodwill wins:
    • Late starts after the Xmas party.
    • Advent calendars or small gifts for teams.
    • Thank you cards to staff.
    • Embrace community events.

A proactive and positive approach to the season will hopefully avoid a new year fraught with grievances and disciplinaries, and you can start the New Year on a positive note.

• 

  Christine
  Caffrey Principal Associate Solicitor
  Employment Team

  • Phone 01727 798 021
  • Mobile 07725 372 257
  • Email christine.caffrey@salaw.com
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