The lead-up to the festive period can be a stressful time for anyone. With endless to-do lists to keep on top of, countless social engagements to fit into the calendar, and the extra finances required to fund gifts, meals, and excursions, many employees will feel like they need a break once it’s all over for another year.
However, as an employer, if you think ahead, you can help ease the tension for your staff to ensure they have a wonderful time without burning out.
The First Step
The average Scottish household spends over £750 at Christmas[1], roughly equating to the gross median weekly earnings for full-time employees in Scotland[2]. Therefore, the temptation may be to assume that money is at the root of all stress during the Winter months. However, it’s important to remember that your staff members will have unique needs that you should tap into if you want to provide them with truly valuable benefits.
The suggestions below provide a jumping-off point for discussion. However, keeping an open mind to alternatives that better suit your employees’ needs could make all the difference, turning potential indifference into genuine engagement and ensuring your benefits package supports a happier, more motivated workforce year-round.
Retail Discounts/Flexible Benefits
A flexible benefits system is a great way to provide valuable benefits to a diverse and changing workforce. Provided through bespoke software, a flexible benefits system lets employees choose their own benefits. A popular option is often retail discounts – a welcome inclusion when they’re looking to feed the five thousand over the festive period, and Christmas wish lists are doing the rounds!
Flexible Working
The holiday season isn’t just about spending money. Often, it’s an opportunity to spend more time with the people we love. By offering flexible working, particularly around December, your employees can gain the freedom to take part in the festivities with their friends and family, allowing them time off to recharge and come back to work ready for action.
Bonuses
Whether the format is performance-based, profit-sharing, or simply an end-of-year thank you for a job well done, bonuses are a welcome addition to any paycheque. However, it is worth considering that when you offer a bonus with a cash value above £50, there will be varying Income Tax and National Insurance implications for both you and your employees. While cash bonuses are taxable, small non-cash gifts – known as “trivial benefits” – may be given tax-free if they cost £50 or less and are provided in recognition of work or performance. These should not be included as part of an employer’s contract.
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Acumen Employee Benefits Ltd, FRN 916905, is an appointed representative of Acumen Financial Planning Ltd, which is authorised and regulated by the FCA, FRN 218745. The content within this article is for information purposes only and should not be regarded as advice.
[1] Statista, October 2024, ‘Forecast Christmas spending per capita in the United Kingdom (UK) in 2024, by region’ https://www.statista.com/statistics/1191944/average-christmas-spending-uk-by-region/
[2] Scottish Government, 29 January 2025, ‘Annual survey of hours and earnings: 2024’ https://www.gov.scot/publications/annual-survey-of-hours-and-earnings-2024/pages/employee-earnings/