Tips for safeguarding employee well-being during the festive season

The holiday season is when many Australians look forward to some much-needed time off work, family celebrations or a vacation. However, the aged care sector is one that never stops and while some may enjoy a brief Christmas shutdown, others will be working hard even on the 25th. 

It’s arguably the busiest period of the year, too. Families will visit their loved ones in residential care, potentially for a festive lunch or a quick hello in between other frantic activities. 

At the centre of it all are the aged care workers hustling to keep everyone happy even if they’ve been working non-stop. There’s a heightened risk of burnout and fatigue. 

Rehab Management Chief Executive Officer Renee Thornton told Hello Leaders this is a critical time for employers to pause and reflect on their duty of care

“The combination of end-of-year deadlines, social commitments, and fatigue can create a perfect storm for employee stress and accidents. A proactive approach to safety and well-being now can have a ripple effect, setting both the workforce and the business up for success in the new year,” she said.

“In the aged care sector, you have families home for Christmas and increased pressure on staff with all the work tasks that need to be done to help the people being cared for. 

“It can also be challenging when caring for people who don’t have family around. A heightened burden of emotional care is required from staff and there will be more expectations on them in their work and personal life.” 

Statistics shared by Rehab management reveal that 62% of Australian workers experience burnout, compared to the global average of 48%.

“Burnout builds gradually but can have serious impacts. Employers can address this by encouraging open conversations about workload, offering flexible arrangements, and promoting access to Employee Assistance Programs (EAPs). Showing employees that their well-being matters goes a long way,” Ms Thornton added. 

With the silent risk of burnout always looming, she also said employers need flexibility around Christmas and the New Year.

While many rosters and annual leave would be set in stone well in advance, she explained that open conversations with staff around their priorities and organisational priorities will ensure no one is overworked and focused on tasks that don’t have to be completed by Christmas.

Managers should also take the time to find out whether staff have heightened responsibilities at home during the holiday season. Being flexible and accommodating around their personal life could significantly reduce the risk of burnout.

“It’s important to understand what’s going on for your teams. Have those personal conversations around what they’re doing day to day outside of work and whether they might need a little bit more time off in the lead-up to Christmas,” she said. 

Ms Thornton said managers should also model these healthy behaviours and lead by example. 

“If you are a leader lead by example. If you observe that lots is happening, things are unrealistic or you have a burnt-out workforce looking then you need to be proactive and address that quickly before it becomes an issue,” she added. 

“When leaders take breaks and set boundaries, it gives permission for their teams to do the same. It’s about fostering a culture where well-being is prioritised. This is particularly important in the aged sector as there is no shutdown period. Make sure that people have breaks planned throughout the year.”

Inclusive celebrations

Ms Thornton said an employer’s duty of care to their employees extends to what happens during workplace-sanctioned events.

Festive celebrations, while rewarding for staff, can pose risks if not managed carefully. Alcohol, fatigue, and relaxed social boundaries may lead to inappropriate behaviour, injuries, or reputational damage.

“Employers must ensure events are safe, enjoyable, and well-structured,” Ms Thornton said. “Clear expectations, responsible alcohol service, and alternative transport options can reduce risks while ensuring celebrations remain positive.”

She said it’s essential that boundaries and expectations are explained well in advance and do not deviate from what is usually expected of staff.

This also blends with providing culturally appropriate and sensitive celebrations. Taking care of your staff throughout the holiday period is of the utmost importance for Ms Thornton. 

“You have a diverse workforce so there will be cultural differences between those who celebrate Christmas and those who do not,” she explained.

“There are other factors like loneliness, especially in regional and remote locations where staff will not be with their family. So think about what you can do as a workplace to foster an inclusive culture and celebrations that will suit everybody.”

Expert tips for a safer, happier festive season

These tips can help businesses navigate the challenges of the holiday period:

• Understand psychosocial risks: Identify amplified risks and develop mitigation strategies based on SafeWork Australia’s Psychosocial Code of Practice.
• Plan ahead for safety: Reinforce workplace safety protocols, especially in high-risk roles, and ensure all employees have adequate breaks to combat fatigue.
• Set clear expectations: For end-of-year celebrations, communicate appropriate behaviour guidelines, arrange safe transport options, and monitor alcohol service.
• Prioritise mental health: Share resources such as Employee Assistance Programs (EAPs) and encourage flexible work arrangements to alleviate pressure.
• Lead by example: Managers should model healthy habits, such as setting boundaries and taking time to recharge, to encourage their teams to do the same.

By addressing these risks, businesses can foster a safer, healthier workplace culture while building trust and loyalty among employees. 

“As employers, the way you support your teams during busy periods sends a clear message. Prioritising well-being during the holidays benefits everyone — not just for now, but for the long term,” Ms Thornton added.