Navigating the festive season: a guide for HR professionals

As the festive season approaches, organisations are getting ready to manage one of the most celebrated yet potentially complex periods of the business calendar. From holiday celebrations to employee wellbeing, the season offers plenty of opportunities to create memorable experiences — but it also comes with its fair share of challenges. 

So, how can organisations navigate this festive period effectively, keep up with the latest trends and ensure your workplace remains inclusive, fun and legally compliant?  Here are our top tips. 

Celebrating with style: trends for festive office gatherings 

Festive parties and celebrations have come a long way from the traditional sit-down dinner. Nowadays, organisations want to emphasise inclusivity, sustainability and engaging experiences. Some of the rising trends include: 

  • Experience-focused activities: Employees value experiences that allow them to bond and create lasting memories. Think outside the box with events like escape rooms, workshops (e.g. cooking, music, crafts), or even charitable activities such as volunteering as a team. 
  • Eco-friendly festivities: Sustainability is a priority for many organisations and their employees. Consider hosting eco-conscious events, using digital invites, and prioritising reusable or recyclable materials for decorations and gifts. 
  • Hybrid celebrations: With many teams now working in flexible or remote models, hybrid celebrations are becoming the norm. Virtual events, such as live-streamed music performances or interactive online games, paired with smaller in-person gatherings, allow everyone to participate, no matter where they’re based. 
  • Personalised touches: Sending personalised gifts to employees, such as local treats, DIY decoration kits, or wellness items, really promotes a sense of connection and appreciation — especially for remote workers. 

Staying ahead: things to look out for when navigating the festive season

While the festive season is a time for joy, it also brings its own challenges. Being proactive about the following can make a significant difference: 

  • Inclusivity in celebrations: It’s essential to recognise that not everyone celebrates the same holidays — or any at all. Avoid leaning too heavily on themes tied to specific religious or cultural practices. Instead, opt for more inclusive language like “holiday celebration” or “end-of-year party.” Highlight diverse traditions in your planning, offering opportunities for employees to share their own customs. 
  • Managing time off requests: Balancing leave requests during the festive season is a perennial challenge. Clear communication about holiday policies, fair scheduling and planning well in advance can help avoid last-minute conflicts and ensure teams are adequately supported. 
  • Supporting employee wellbeing: The festive season is always promoted as one of joy, but it’s important to remember it can also be a really stressful time for some people, especially for those managing family commitments, financial pressures or loneliness. Consider hosting mental health workshops or providing access to employee assistance programs (EAPs) to support employees during this time. (Have you considered a wellbeing review? Have a look at our WorkWell wellbeing programme.)
  • Budget-friendly celebrations: With economic uncertainties, navigating the festive season can be even trickier than usual. Many organisations are looking for cost-effective ways to celebrate. Scaling back doesn’t mean compromising on quality. Focus on creativity and employee input to design memorable yet budget-conscious events. 

Legal considerations: the duty to prevent sexual harassment 

One of the most critical updates organisations must be aware of this year is the new legal duty on employers to prevent sexual harassment in the workplace. The law, introduced to strengthen workplace safety and inclusivity, has significant implications for how you plan and execute festive celebrations. 

What the law says 

The new legislation places an active duty on employers to take reasonable steps to prevent sexual harassment. This means that employers must ensure that workplace environments, including social events, are free from any behaviour that could be deemed inappropriate or harmful. 

Practical steps organisations should take 

  • Set clear expectations: Communicate behavioural expectations ahead of any celebrations. A quick email or reminder about your company’s code of conduct can be effective. Additionally, you could invest in People Business’s Dignity and Respect in the Workplace eLearning course.  Suitable for all employees, it covers positive workplace behaviours, diversity and inclusion, bullying and harassment, the new law on prevention of sexual harassment for employers and more. 
  • Monitor alcohol consumption: Alcohol often flows freely at parties, but excessive consumption can lead to problematic behaviour. Consider offering a variety of non-alcoholic drinks and setting limits on alcohol availability. 
  • Provide a safe space for reporting: Make sure employees know how to report any inappropriate behaviour and ensure their concerns will be taken seriously and handled confidentially. 
  • Train managers: Equip your leadership team with the knowledge and tools to handle potential issues sensitively and proactively. 

The bigger picture 

Embedding a culture of respect and inclusivity isn’t just about compliance — it’s about creating an environment where everyone feels valued and safe. Use the festive season as an opportunity to reinforce these values. 

Building on the festive spirit 

The festive season isn’t just about celebrations — it’s also a great time to reflect on your organisational culture and encourage stronger connections across your teams. Here are some ideas: 

  • Recognise and reward: The end of the year is the perfect time to show gratitude. Personalised thank-you notes, shout-outs in team meetings, or small tokens of appreciation can go a long way in boosting morale. 
  • Encourage giving back: The holiday season inspires generosity. Organise initiatives like charity drives, fundraising events, or volunteer days to help your teams give back to the community while strengthening their sense of purpose. 
  • Look ahead: Use this time to gather feedback from employees about the past year. What worked? What didn’t? This data can help you plan for the year ahead. 

Wrapping it all up 

Navigating the festive season as an organisation requires a careful balance of celebration, inclusivity and responsibility. By staying ahead of trends, being mindful of potential challenges, and ensuring compliance with new laws, you can create an environment where everyone feels valued and included. 

As we embrace the holiday spirit, let’s remember that the ultimate goal is connection — bringing people together to celebrate their shared achievements and look forward to the year ahead. With thoughtful planning, your festive season can leave a lasting positive impact on your employees and organisation. 

Here’s to a safe, joyful, and inclusive festive season for all! 

If you would like to discuss any of the topics covered in this blog, do get in touch and one of our consultants would be happy to have a chat.