{"id":16839,"date":"2025-12-08T10:51:41","date_gmt":"2025-12-08T15:51:41","guid":{"rendered":"https:\/\/www.healthadvocate.com\/site\/?p=16839"},"modified":"2025-12-22T11:00:15","modified_gmt":"2025-12-22T16:00:15","slug":"how-employers-can-help-manage-employees-end-of-year-stress","status":"publish","type":"post","link":"https:\/\/www.healthadvocate.com\/site\/article\/how-employers-can-help-manage-employees-end-of-year-stress","title":{"rendered":"How Employers Can Help Manage Employees\u2019 End-of-Year Stress"},"content":{"rendered":"\n

By Kathryn Mayer | SHRM<\/p>\n\n\n\n

Here come the holidays, here comes the holiday stress.<\/p>\n\n\n\n

Half of employees are reporting burnout ahead of the holiday season, according to recent data from Eagle Hill Consulting<\/a>, while about 41% of U.S. adults say their stress increases during theholidays compared with other points in the year, according to the American Psychological Association<\/a>.<\/p>\n\n\n\n

The holidays add \u201cemotional and logistical stress \u2014 travel, family dynamics, disrupted routines or even loneliness and grief for some,\u201d said Brianne Flaherty, health coach at LifeSpeak, a digital well-being company in Toronto.<\/p>\n\n\n\n

Plus, the end of the year adds raised stress levels at work because multiple pressures are hitting all at once. \u201cEnd-of-year deadlines loomover teams as they try to wrap up projects and hit goals before signing off for the holidays, so workloads are spiking when people aremost fatigued,\u201d Flaherty said. \u201cAnnual reviews also add on another layer here; employees are trying to finish the year out strong while alsoworrying about their performance and future at the company.\u201d<\/p>\n\n\n\n

While the end of the year is often a stressful time, this year adds new complications, especially when it comes to financial concerns<\/a>: financial stress and inflation is up, financial well-being is down<\/a>, and wages largely remain stagnant.<\/p>\n\n\n\n

\u201cWe\u2019re seeing a lot of financial demands and a need for resources. People are struggling just to meet basic needs \u2014 housing expenses,food expenses. And then there\u2019s the impact of tariffs<\/a>,\u201d said Laura Calcaterra, vice president of EAP clinical operations at healthcompany Health Advocate. \u201cPeople are already struggling, then you add the holidays on top of that, and they think, \u2018Wait, I can\u2019tdo what I normally do this year.\u2019 And that creates a sense of maybe letting yourself down or letting your family down.\u2019\u201d<\/p>\n\n\n\n

It\u2019s in employers\u2019 best interest to get a handle on these growing end-of-year stresses, not only for employees\u2019 sake but the organization\u2019s as well. Doing so can help with productivity, engagement, health care claims, and more.<\/p>\n\n\n\n

\u201cWhen employers step in to reduce stress, it helps employees feel supported, valued, and more capable of managing the season\u2019s demands,\u201d said Rachel Jensen, population health and well-being consultant, at Brown & Brown Insurance in Atlanta. \u201cThis support boosts morale and engagement at a time when burnout can easily creep in. Even small efforts can make a meaningful differencein how employees experience the holidays.\u201d<\/p>\n\n\n\n

So what exactly can employers do? Promoting benefits, being flexible, and not mandating holiday events all play a role, experts said.<\/p>\n\n\n\n

Tout Benefits<\/strong>
One of the most obvious solutions is touting what kind of support is available. Most employers have mental health benefits<\/a>, like an employee assistance program (EAP), in place \u2014 SHRM data finds that 81% of employers offer an EAP \u2014 so now is a great time tocommunicate with employees about those benefits, Calcaterra said.<\/p>\n\n\n\n

\u201cIt\u2019s a great time of year to reinforce what\u2019s there for employees \u2014 to send those reminders, whether it\u2019s work-life resources or counseling support,\u201d she said. In addition to regular, blanket communication about available resources from the organization and HR, Calcaterra said managers should also talk about offerings in team meetings so they can individualize support to employees.<\/p>\n\n\n\n

Along with managing stress levels, mental health benefits might help address a lot of feelings that employees experience during the holiday season, such as loneliness and isolation, Jensen explained.<\/p>\n\n\n\n

\u201cThe season centers so heavily on family,\u201d she said. \u201cMany people have lost loved ones, are estranged from family, or simply can\u2019t be with them during the holidays, all of which can make the season feel emotionally heavy. For those who are not taking time off, empty offices and \u2018away\u2019 statuses can lead to a disruption in daily interactions and a sense of isolation.\u201d<\/p>\n\n\n\n

But mental health benefits aren\u2019t the only offerings to communicate about. Financial benefits, like budgeting help or childcare assistance \u2014 which may take aim at some of the root causes of stress around this time of year \u2014 are also helpful.<\/p>\n\n\n\n

Reminding employees about available resources \u2014 and encouraging them to use them \u2014 also shows a level of care that is needed around this time of year, Jensen said.<\/p>\n\n\n\n

That \u201csignals that the organization understands the stress employees may be under and wants to help them navigate it with more ease,\u201dshe said.<\/p>\n\n\n\n

Consider Deadlines<\/strong>
One of the reasons for extra stress this time of year is increased workloads \u2014 a busy season, end-of-year deadlines, employee performance reviews, and extra work to account for other coworkers\u2019 time off are all part of the end-of-year puzzle<\/p>\n\n\n\n

\u201cFor many industries, it\u2019s an especially busy time of the year,\u201d Calcaterra said. \u201cThen there are people who are using up their time offbefore the end of the year, and you\u2019re the one left working. There\u2019s a lot of drain with these things going on.\u201d<\/p>\n\n\n\n

While there are limitations to the flexibility employers can provide, when possible, employers should consider extending deadlines orallowing flexible hours to help prevent employees from feeling overwhelmed.<\/p>\n\n\n\n

\u201cIf there is anything where the deadline doesn\u2019t make sense, or there can be a way to be flexible, employers should do it,\u201d Calcaterra said.<\/p>\n\n\n\n

Flaherty agreed.<\/p>\n\n\n\n

\u201cFlexibility is important during this time,\u201d she said. \u201cProviding options in how and when work gets done, along with small collective pauses such as meeting-free blocks, quiet weeks, or coordinated time off signals that rest is genuinely valued.\u201d<\/p>\n\n\n\n

Make Holiday Activities or Events Optional
<\/strong>Gatherings, events, or activities that revolve around the holidays \u2014 think holiday parties, especially after hours, team outings, travelfor remote workers, or gift exchanges \u2014 might be a big reason for increased employee stress.<\/p>\n\n\n\n

Not only can they be viewed as another to-do item on an endless list, but those activities can add financial obligations. A holiday party after hours might require pricey child care to attend, or buying a new outfit. And holiday gift-giving activities might prove to be too stressful this year, given employees\u2019 financial concerns, Calcaterra said.<\/p>\n\n\n\n

Culture of Connection, Appreciation
<\/strong>Finally, employers can make a positive impact on employees\u2019 mental health by showing employees that they are valued and appreciated.<\/p>\n\n\n\n

\u201cIt\u2019s a great time of year for employers to show appreciation for their employees,\u201d Calcaterra said. \u201cEven when it can\u2019t be financial, look forways to say, \u2018thank you.\u2019 \u201d<\/p>\n\n\n\n

To read the full story, visit SHRM here<\/a>.<\/p>\n\n\n\n


<\/p>\n","protected":false},"excerpt":{"rendered":"

By Kathryn Mayer | SHRM Here come the holidays, here comes the holiday stress. 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