The end-of-year holiday period brings unique challenges for HR professionals and business leaders and supporting employee wellbeing is crucial for a smooth festive season. Below are practical strategies to help your organisation thrive during this busy time.
Psychosocial Hazards and Mental Health Support
Each State now has a Code of Practice for Psychosocial Hazards, requiring employers to be proactive in identifying and managing workplace factors that can impact employee wellbeing, especially during the holiday season. Common psychosocial hazards include poor support from managers or colleagues, excessive job demands, harmful behaviours, lack of reward and recognition, and remote or isolated work arrangements. These risks can be exacerbated at this time of year due to increased workloads, heightened financial pressures, and the emotional demands of balancing work and family commitments.
For remote or isolated workers, feelings of disconnection may intensify if they are excluded from workplace celebrations or communications. Employees experiencing high job demands may feel overwhelmed as deadlines approach or as they cover for colleagues on leave. A lack of recognition for extra effort during the busy season can also negatively affect morale.
Workplace events and celebrations, while intended to boost morale, can also introduce additional risks. Harmful behaviours such as bullying, harassment, sexual harassment or other inappropriate conduct may occur, particularly when alcohol is involved or when employees feel stressed or unsupported.
To mitigate these risks, employers should:
- Foster open communication and encourage employees to speak up about stressors.
- Ensure adequate support and supervision, especially for those working remotely or in isolation.
- Recognise and reward contributions, both formally and informally.
- Monitor workloads and redistribute tasks where possible.
- Set clear expectations for respectful behaviour at workplace events, and reinforce relevant policies.
- Provide access to mental health resources and support services.
By actively addressing psychosocial hazards, organisations can help maintain a healthy, supportive workplace and reduce the risk of stress-related issues during the holidays season.
Positive Duty and Workplace Festivities
Workplace celebrations are a highlight of the holiday season, but they also present increased risks for inappropriate behaviour, particularly sexual harassment, sex-based harassment, and the creation of sexually hostile work environments. Under the Sex Discrimination Act 1984 (Cth), employers have a positive duty to take active, reasonable steps to prevent sexual harassment from occurring. It is no longer acceptable to just respond after the fact.
Each year, the Workplace Investigators at Perks People Solutions are called in to investigate incidents where sexual harassment complaints have arisen following work Christmas parties and other festive events. These situations are distressing for everyone involved and can have serious consequences for individuals and organisations alike.
To help uphold your positive duty and protect all employees from sexual harassment at your end-of-year events, best practice prevention strategies include:
- Clearly communicating behavioural expectations and relevant policies to all staff before any event, emphasising zero tolerance for sexual harassment and inappropriate conduct of any kind.
- Limiting free alcohol and appointing a responsible manager to oversee safety and behaviour throughout the event.
- Selecting venues and event formats that are comfortable and accessible for everyone, and ensuring all employees feel safe and included.
- Setting a clear end time for festivities and considering practical support for safe transport home, such as providing Uber or ride-share credits.
- Encouraging employees to report any concerns or incidents immediately, and ensuring they know how to access support and make complaints confidentially.
Regular refreshers of sexual harassment prevention education are essential to ensure your organisation is meeting its positive duty obligations under the Sex Discrimination Act. Annual or periodic training helps reinforce expectations, keeps policies front-of-mind, and empowers employees to speak up if they witness or experience inappropriate behaviour. Now is a great time to review whether your current workforce training is adequate and to make a plan for 2026. At Perks People Solutions, we provide sexual harassment prevention training to employers across Australia, delivered face-to-face, online, or even via self-paced online modules.
By taking these proactive steps, employers demonstrate a genuine commitment to creating a safe, respectful, and inclusive workplace during the holiday season and beyond. Preventing sexual harassment is not just a legal obligation, but a fundamental part of building a positive workplace culture where everyone can celebrate safely.
Holiday Season Inclusiveness
Not everyone celebrates Christmas, and traditional festivities can sometimes leave people feeling excluded. To promote a truly inclusive environment during the holiday season, consider:
- Hosting end-of-year gatherings focused on unity, gratitude, or reflection.
- Using general seasonal décor and language (“holiday season” or “year-end”).
- Respecting individual preferences around participation and time off.
- Encouraging employees to share their own traditions or what the season means to them.
By embracing diverse perspectives and creating space for everyone to feel valued, you help build a workplace culture where all employees can enjoy the season in their own way.
Meaningful Employee Gifts
With cost-of-living pressures still affecting many households in 2025, thoughtful and practical gifts can make a genuine difference for your team. Consider options that support wellbeing, ease financial stress, or simply show appreciation for your employees’ hard work and dedication. Gift cards for department stores, groceries or essentials
- Gift cards for groceries, fuel, or essential retailers
- Pre-paid Uber vouchers to help your employees get home safely after work events
- Care packages with healthy snacks, self-care items, or festive treats
- Experience vouchers for local restaurants, entertainment, or family activities
- Charitable donations made in employees’ names to causes they care about
These gestures not only provide practical support but also demonstrate genuine care for your team’s wellbeing. By choosing gifts that reflect your employees’ needs and preferences, you help to promote a positive, supportive workplace culture during the holiday season.
Secret Santa and Gift Exchanges
Gift exchanges can be fun, but they can also lead to unintended issues. Remind employees to choose gifts thoughtfully to avoid offence, bullying, harassment or sexual harassment. Consider setting clear guidelines for workplace gift-giving.
Cashing out for the Holiday Season
Allowing employees to cash out annual or long service leave (where permitted) can provide financial relief during the holidays. Ensure this aligns with relevant awards, agreements, or legislation, and communicate the process and limits clearly. Remind employees to maintain enough leave for rest and recovery throughout the year.
Public Holidays and Penalty Rates
In South Australia, Christmas Eve and New Year’s Eve from 7 p.m. to midnight are recognised as public holidays, attracting penalty rates under most Awards. For 2025, Christmas Day falls on a Thursday, with Boxing Day/Proclamation Day on Friday, and New Year’s Day on the following Thursday. Ensure your payroll and rostering systems are up to date to reflect these dates.
Need Support?
If you have questions about preparing your business for the holiday season or need tailored HR advice, contact the team at Perks People Solutions.