The spirit of the season

The festive season brings a welcome mix of celebration, year-end tasks and 2026 planning. Between planning social events, managing leave and navigating a well-earned shutdown, this period tests how well an organisation communicates expectations and lives by its values. Maintaining professionalism through this time reflects respect, consistency and trust.

Setting the standard – code of conduct in action

Company events may happen offsite or after hours, however, workplace standards still apply. Every interaction with peers, clients or vendors reflects the organisation’s culture. A clear Code of Conduct ensures people understand what is expected  –  respectful behaviour, responsible alcohol use and adherence to anti-harassment and safety principles. These guidelines protect individuals and safeguard the organisation’s reputation.

These expectations extend to all work-related settings, including conferences, social media and after-hours events connected to work. Employees should remain professional, avoid offensive or inappropriate behaviour, as well as comply with company policies on integrity, confidentiality and lawful conduct.

Before any function, brief staff on behavioural expectations, escalation paths and support contacts. Nominate an event lead to monitor conduct, ensure a confidential reporting channel is available and arrange safe transport options. Providing food, water and clear start and finish times helps manage risk and ensures appropriate coverage under public liability insurance.

Transparency matters – leave, shutdowns and communication

When the calendar fills with leave requests, clarity and fairness become essential. Transparent criteria – such as coverage, skills and service requirements – build trust and prevent conflict. Managers should confirm approvals in writing, offer alternatives if leave is declined and ensure all directions to take annual leave during a shutdown comply with the relevant Award or Enterprise Agreement.

If directing employees to take annual leave during a shutdown, ensure the required written notice has been issued. Where balances are insufficient, consider options such as leave in advance or mutually agreed unpaid leave and document these arrangements clearly.

Equally important is communication. Publish rosters three to four weeks in advance, confirm on-call coverage and outline escalation and delegation arrangements. Update staff on service levels, response-time expectations and public holiday rosters. Consistent communication prevents confusion and supports fair workload distribution across teams.

The details count  –  expenses, payroll and reimbursement

Small administrative details can cause big headaches if left unchecked. Before the shutdown, confirm expense claim deadlines, payroll cut-offs and approver availability. Communicate these timelines early so employees can plan ahead and managers can process approvals before the break.

Confirm who can approve reimbursements and whether delegated approvers are in place over the shutdown period. Apply public-holiday penalties and leave loading in accordance with the applicable Award or contract.

Managers should also remind teams to finalise any outstanding claims before the break and employees should double-check that all information – from timesheets to bank details – is accurate. Setting clear pre-shutdown deadlines shows respect for both process and people and ensures everyone is paid correctly and on time.

Safety, wellbeing and fatigue management

The lead-up to the holidays often brings longer hours, higher demand and warmer weather. Monitor workloads to prevent fatigue and avoid excessive overtime. For those working in the field, remind teams to stay hydrated, wear PPE and manage heat exposure responsibly. Encourage rest breaks and rotation of shifts to maintain wellbeing and safety.

Workplace health and safety obligations need to adapt to the festive season.  Managers should reinforce incident-reporting processes and ensure all employees know where to seek assistance if issues arise.

When teams understand what is expected, comply with policy and feel supported, they can enjoy the season confidently – proving that professionalism and celebration can exist in perfect balance.

Closing the year with care

A professional culture doesn’t pause for holidays. It’s reflected in how people speak to one another at events, how fairly decisions are made about leave and how transparently information is shared. When teams know what is expected and feel supported, they can enjoy the season confidently – proving that professionalism and celebration go hand in hand.

Because the best way to finish the year well is to do it together –  with clarity, consistency and care.

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