The Christmas hazard that could land bosses in hot water
Workplace experts have warned employers they risk legal consequences if they fail to support staff during Christmas, as workers struggle with mounting holiday pressures.
Bosses have been urged to step up and support staff wellbeing as the holiday crunch approaches, with experts warning employers could be caught out under workplace laws.
For many Australians, Christmas is a time of family, fun, and festive cheer. But for thousands of workers, the end-of-year brings mounting stress, financial pressures, and emotional strain often hidden behind forced smiles in the workplace.
Michelle Barratt, Head of Innovation and Psych Services of Rehab Management says the time of year can put stresses on workers, their teams and families.
“Christmas is meant to be a happy time. I think for a lot of workers, though, it’s actually the most stressful part of the year. People are very tired, they’re stretched, and they are often dealing with personal pressures as well as work ones.”
“It can kind of feel like everything’s coming to a head”.
Increased understanding of stress
The increased understanding of workplace stress has put the spotlight on the issue, says Ms Barratt.
“Historically, there was this idea that what happens in your personal life stays over there, and what happens at work stays over here. But really, we’re whole people, and we bring ourselves to work”.
“It’s more just now everyone’s sort of waking up and seeing the benefits of actually managing psychosocial hazards and supporting your team, especially around the festive season”
Renee Thornton, CEO of Rehab Management, adds many people feel pressure to present as cheerful or resilient during this period, even when they are struggling.
“For some employees, the end of the year is energising, but for others it can be overwhelming,” she said.
“People may be dealing with family conflict, loneliness, financial pressures or simply the exhaustion that comes from an intense year.
“Employers can make a meaningful difference by ensuring that mental health support is visible, accessible and encouraged.”
Mental health conditions are among the fastest-growing workplace issues in Australia. According to Safe Work Australia, psychological injuries account for 9 per cent of serious workers’ compensation claims, with costs more than three times higher than for physical injuries.
Legal Obligations
Employers are also required by law to manage psychosocial risks under the national Model Work Health and Safety Regulations.
Failing to address stress, workload, or isolation can lead to extended absences, lower productivity, and legal consequences from state workplace safety regulators.
Ms Barratt says workplaces are taking their responsibilities more seriously as problems are becoming more recognised.
“Employers are definitely now taking psychosocial hazards seriously. We’re seeing a lot of interest in not sweeping things under the rug anymore, but taking an opportunity to undertake anonymous surveys with their staff, consult with their team, and understand what sort of psychosocial hazards are impacting”.
“Of particular concern for a lot of workplaces are job demands - whether it’s emotional or mental demands - we’re seeing workplaces taking a bit more accountability for that now”
Last month, research revealed Australians are “quietly cracking’’ at work as workers put brave faces to mask their struggles with young staff particularly at risk as they juggle housing stress and rising bills.
Employee Assistance Programs alone aren’t enough
Ms Barratt warns that employers need to provide more than just a support service.
“Providing an EAP is not enough on its own. Employees need to know how to access it, what it offers and that it’s genuinely safe to use.”
“Simple measures like communicating support options clearly, encouraging managers to check in with their teams and normalising conversations about stress can help staff feel more supported during what can be a difficult time.”
“Workers need to also take accountability for their own self-management and seeking help. Having really good insight into when you’re coping well and when things are not going as well, it’s really important that you are putting your hand up, speaking to your leaders, and seeking support such as EAP services”
Ms Thornton adds helping staff during the difficult period can help build boost workplace morale and productivity.
“When employees know their wellbeing is taken seriously, they feel safer, more valued and better able to engage at work. A little preparation now can prevent issues escalating over the holiday period.”
Tips for bosses looking at reducing Christmas workplace stress include:
- Set realistic end-of-year workloads.
- Remind staff of support programs like EAP and wellbeing contacts
- Ensure support is available over the holidays.
- Train managers to spot early signs of stress.
- Offer flexible arrangements for employees juggling family or financial challenges.
- Encourage team check-ins before the break to maintain morale.
Originally published as The Christmas hazard that could land bosses in hot water
