Things that employers should be thinking about leading up to Christmas

Not long now until we start hearing Christmas jingles and seeing Christmas adverts on the TV and everyone starts talking about mince pies and mulled wine.

Of course, there are some people who think November is too early to start talking about Christmas, whilst others are literally counting down the days. And some have even finished all of their Christmas present shopping! 

We have a few tips to help you, as an employer, get through the Christmas period, and get your staff motivated and productive, instead of wishing the days away until they get a break.

Christmas Opening Hours

First of all, you should be confirming to your clients and customers, as well as your employees, what your Christmas opening hours are. If your business provides services all year round, inclusive of bank holidays, you need to start letting your employees know when they will be working in order to avoid poor attendance over the festive period.


Secondly, start planning your Christmas payroll. Will you be paying your employees early? Does payday fall on a Christmas bank holiday? Will your employees be paid after Christmas?

Be organised in this regard to avoid delays in paying your staff.


Christmas Parties

Whether you are organising an official or unofficial Christmas party, it is always wise to remind your staff about what you expect from them.

Send an email or memo to your staff to gently remind them to behave appropriately, drink responsibly and arrange appropriate transport. No one wants to come back to work after Christmas without their driving licence or having to face a disciplinary over events that took place at a work party.

Also, remember that not everyone celebrates Christmas, so you need to be mindful to not exclude or discriminate against any staff members.



Many businesses reward their staff with Christmas or end-of-year bonuses and this is a great way to help staff morale.

However, we would always advise employers to have a policy in place regarding bonuses, in order to avoid being sued for discrimination or non-payment of a bonus.

This policy should state that bonuses are non-contractual and it should also clearly set out qualification terms, including that staff members must still be working for you at the time of payment in order to receive the bonus.


Adverse Weather

It happens every year. Snow, ice, frost and fallen trees can cause havoc on our roads and also on public transport, so much so that you could have staff who are late to work or even unable to make it into work at all because of the winter weather.

You are under no obligation to pay staff who are unable to attend work, but it is always a good idea to put things in place which allow your staff to maintain pay and also for your business to continue to function.

Think about allowing staff to arrive later at work, work from home or make up their hours on another occasion.

If you do decide to pay staff who cannot attend work, ensure that they are told that it is an act of goodwill and is not intended to be contractual.



Coughs, colds, sniffles and maybe even the flu are inevitable at this time of year, and this can mean that businesses experience higher absence levels than normal.

November and December are the perfect time to promote good hygiene in the workplace. Provide your staff with hand sanitisers, sweet-smelling antibacterial soaps, telephone wipes and keyboard wipes to help reduce germs spreading and to keep staff healthier for longer.

Now is also the perfect time to review your sickness policy and remind employees who, how and when they should contact work if they are sick.


Annual leave reminders

Some businesses have their holiday year starting on 1st January and ending on 31st December. If this is the case for your business, now is the perfect time to remind staff about their unused annual holiday allowance.

You do not have to allow staff to roll over their unused holiday into the next year unless there are exceptional circumstances such as maternity leave or illness. Remind staff that unless they use up their holiday entitlement, it will not roll over into 2019. As the saying goes, use it or lose it.

And believe it or not, you are also able to refuse holiday if it is not a convenient time for your business or if there are too many staff off.

That being said though, it is good to give staff time to rest so you should be reasonable when receiving holiday requests.

Many employers are also unaware that they can impose annual leave. So if your business has a down period or if your staff have unused holiday you can simply give them a day off. Remember to give notice though.

We hope that these tips help you to get through the festive period smoothly and efficiently.

But remember to have fun as well!

For any help with staffing issues, Employment Law or HR you can contact us at