4 of February, 2025

Surely when you hear talk of Christmas holidays, a smile escapes from you. However, it also implies managing our employees’ breaks as best as possible. Which sometimes can become quite a challenge.

It’s a special time and meeting our team’s needs is not an easy task. A disagreement or conflict due to the Christmas holidays can have a negative impact on the satisfaction of our employees.

Today we wanted to gather the best tips so you can handle the Christmas holidays in the most productive way: so grab a pen and paper and let’s get started.

Eight essential tips for managing the Christmas holidays

1) Take into account the workers’ labor rights

Keep in mind workers’ labor rights concerning the Christmas holidays.

According to the Workers’ Statute, all employees are entitled to receive 30 natural days of vacation annually. During the vacation days, employees are absent from work and still receive their salary.

Depending on the labor calendar, several days are estimated as national and autonomous holidays. The most highlighted holidays during Christmas are: December 25, January 1, and January 6.

On the other hand, December 24 and 31 are workdays. However, in some companies, according to the Agreement or labor calendar, these days can be established as non-working days or with an intensive day.

Regarding the sectors that work and have Christmas temporary work peaks, it is possible to receive a monetary bonus or a regime of compensatory breaks based on the Collective Agreement.

2) Organize based on demand

Organization is key, even during Christmas. Study the sector for the highest demand peaks, but also the lowest. Only then will you be able to match a calendar and shift schedules according to the workload and get the best results.

If in your sector the workload decreases during these dates, be consistent and do not employ extra staff for highlighted occasions. This way, you ensure only those who are truly necessary work and you can prevent your team’s dissatisfaction.

Conversely, if the workload increases, you can hire more staff to organize reinforcement campaigns. This is very common during these dates and since 2016 generates more than 350,000 jobs each year, as stated by Laboralpro.

Another option is to create a simple system for the distribution of tasks and delegation of certain chores so that those colleagues who stay in the office can perform them.

3) Ensure everyone knows how to request their Christmas vacations

As we have addressed in other articles, internal communication is key. All our employees should have the necessary information to request their Christmas vacations without any issues.

You could try simplifying the communication process so the information isn’t lost. Say goodbye to those convoluted schedules, endless lists, or overly crossed-out calendars.

And, if necessary, assign a person to manage the holidays. Trust me, you’ll be thankful.

4) Be fair

Being fair with the distribution of the holidays is essential. In case of any conflict, the most salomonic options are ruled out. So take the previous year’s calendar as an example.

If we plan long term, everyone will be satisfied at one point or another. Furthermore, they can know their off days in much advance and make their plans freely.

A fair company policy, based on the hierarchy and seniority, is also essential. This way, everyone will be aware of the benefits that internal seniority can bring. As stated, time matters. A lot!

5) Divide the Christmas holidays

It’s common for the absence of certain workers to result in an accumulation of work. To avoid this, it’s essential to identify the outstanding tasks and distribute them among the remaining employees we have available.

Delegate and select wisely how to share the pending tasks. Only then will you ensure the pace doesn’t drop and the amount of work gradually reduces. Also, remember to prioritize.

You have a very capable team, so trust their judgement to postpone specific duties when needed.

6) Christmas holidays with remote work

Yes, this old friend returns for the Christmas holidays. Teleworking can be a fantastic tool for our employees to maintain their workload without neglecting the family.

In fact, up to 80% of the Spanish population considers that teleworking is full of benefits that promote flexibility. 80%!

Having said that, there are no doubts that the work-life balance can be more enhanced than ever during Christmas holidays. So let’s take advantage of it.

Think of offering these alternatives as a tool to keep your workers happy and to keep talent in your company.

7) Be flexible on key dates

It’s a fact that working on December 24 or January 31 seems an uphill battle to everyone. These are special dates and their planning should be treated as such.

Propose flexible schedules or intensive workdays that allow your employees to leave early. In this way, you will keep them motivated and their performance won’t be affected by external causes.

8) Technology: your best ally

Nowadays we have all kinds of HR software at our disposal that allow us to digitize the vacation management. Streamline the process of requesting days off and make sure their approval through these channels is as simple as possible.

For instance, Sesame HR will simplify your team’s holiday management. You will have calendar views that will facilitate the organization of vacations and prevent overlaps.

In this way, you save time on this aspect and can focus on other equally important issues. You will gain time, resources, and your team’s satisfaction. Not bad, huh?

9) Watch out for accumulated days

It is common for many employees to want to take time off using the days they have accumulated throughout the year. And often, Christmas is the preferred holiday for doing so.

Managing this aspect in advance can be crucial for the company’s optimal functioning. Talk to your team and plan ahead in the preceding months to determine the best way to settle those pending days.

Offer them options and stay ahead of the situation. Caution and communication are essential to avoid issues later on.

What now?

Considering all this, it is clear that Christmas vacations require us to anticipate our employees’ needs. Communication and management skills are essential to ensure that the workflow remains unaffected.

Being proactive and always staying one step ahead will help us turn potential problems into solutions. More importantly, it will allow us to foresee challenges and develop successful strategies for this special time of the year.

Did you find this information helpful? We hope so! To discover more about HR software, templates, or useful guides, keep exploring Sesame HR.

Ricardo López has built a solid career in the field of human resources, excelling in payroll administration, labor relations management, and employment advisory services. His academic background in labor law and human resources, combined with his experience in companies such as Zeus - Smart Visual Data, Sesame HR, and Grupo Noa's, has allowed him to develop a comprehensive understanding of workforce dynamics and personnel management. With over 10 years of experience, he has demonstrated strong expertise in benefits administration, HR documentation, and career counseling. Ricardo continues to contribute to the efficient and people-centered development of the organizations he works with.

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ricardolopez

HR Content Specialist

How to manage workers’ Christmas vacations