But it’s also the season for long, cold working days, annual leave backlogs, multiple bank holidays and raucous staff parties. In short, without due consideration, Christmas can be a bit of an HR nightmare.
That said, to be mindful of Christmas doesn’t mean you’re a party pooper. Common misconceptions about the workplace at Xmas abound, so we’re here to answer your main Christmas HR questions of 2022.
But before we get to that, and we really hate to have to remind business leaders of this, please communicate with your people!
Most people assume Xmas bank holidays means guaranteed time off. Most people think the staff party is the chance for a work-free knees up. The reality is HR teams have a strict responsibility to make sure Xmas is inclusive, fun, and as undramatic as possible for every staff member.
The very, very last thing any employee wants in the lead up to Xmas is an unclear decision-making process around who works at Xmas and who’s entitled to what. That leads to confusion and a lack of accountability. So communicate early, often, and clearly!
Right, onto the good stuff.
Managing Annual Leave
You’ve more than likely got an Xmas leave/rota system that works for you, and if it isn’t broken, don’t fix it.
But our advice is to consider the lingering effects of the great resignation and what it has done to your employee’s sense of belonging, and their connection to a more flexible work/life balance.
This Xmas will also be financially hard for some. The rising cost of everything - from toys to gas - means people are shopping on a budget and tightening their purse strings where they can. Lead with empathy, and learn to be flexible where needed. Above all else, listento your people, and see if you can help take some of the burden off.
Temp staff don’t get annual leave!
*Buzzer* Wrong! Temp staff are due leave as much as the next worker, even at Christmas.
Temp staff get annual leave (pro-rata’d), so don’t think “flexible staff means guaranteed labour working to the death on Xmas eve”.
Be fair! And if you need further reminding of employer legal obligations, give us a call here at Dakota Blue Consulting, and we will help you out with your Christmas HR questions.
Am I meant to pay staff a higher rate at Xmas?
Legally? No. Morally? Yes.
There is no legal imperative to pay your staff any more than their contracted rate at Christmas. However, we strongly advise you amend that for those working around Xmas Eve/Xmas Day/Boxing Day. You might find you have some very unhappy workers come the “New Year, New Me” season (which, if you forgot, is in January).
How do I manage the Christmas party, avoid Xmas party nightmares, and reduce the dreaded Xmas “banter”?
A common Christmas HR question…
But we’re not going to provide you advice on how to micromanage a party because, frankly, it’ll be a dreadful party if you’re hawkishly monitoring conversation for tiny signs of “banter”.
But, sadly, bad apples spoil the event for everyone. Harassment is no joke. This is where you need to rely on two priceless workplace “tools” to keep everyone feeling safe - your work culture, and a culture of accountability.
Everyone needs to be fully aware of their rights, obligations, requirements, codes of conduct and indeed attitude at a work’s Xmas event. Your culture - the friendships, relationships and responsibility to one another - should provide the sort of inter-personnel structure you need.
But never hesitate to remind your teams (before the event, if possible) that even though most gatherings are off-site, staff are still representative of the firm. Even if the music is pumping and drinks are flowing, everyone must be aware that their actions have consequences and everyone is accountable.
Remind them that nothing on company time is “out of sight, out of mind”. And remember to make it apparent that if anything gets out of hand it’ll be dealt with safely, quickly, and discreetly. Lead by example, and set the groundwork.
‘’I don’t get paid on a snow day!’’
I mean, in today’s hybrid environment snow days basically don’t exist but we urge you to make sure your staff know their rights (as per their contract and terms of employment) when factoring in bad weather leave.
“You have to work more because it’s Christmas and we need you”.
No employer is free from honouring the Health and Safety and Working Time Regulations.
This means that even if your workplace is overflowing, staff are entitled to breaks, time off, legally mandated breaks between shifts, and a healthy, supportive work environment. Just because Mariah Carey is on 24/7 doesn’t mean working rights are in the bin.
How do I manage Secret Santa?
As with everything “gifting”, our advice is to speak to an HR professional. They can make sure there are no clashes of gifting expectations and that gift-giving is inclusive and appropriate.
In larger teams or teams with a hugely diverse workforce, gifts should be well considered and guaranteed to not offend.
Also, certain Xmas gifts over a set amount may be classed as an employee benefit and therefore taxable. If in doubt, ask your accounts team or seek guidance from the government’s Expenses and benefits: gifts to employees page, which you can read here.
So there you have it! Our answers to your Christmas HR questions on managing HR issues during the Christmas period. Whether you need help with managing the Christmas party, dealing with snow days and other staff absences, or navigating employee gift-giving, we are here to help.
So give us a call today and let us help you navigate the tricky waters of workplace HR issues at Christmas.