By Canoe Benefits
December is often painted as joyful, cheerful, and cozy. But for many employees, it’s a little more complicated than that. Some people are making memories with loved ones. Others are dealing with grief, financial pressure, or strained relationships. There’s excitement in the air, but there can also be a lot of quiet stress.
For HR and leadership teams, it’s a valuable time to pause and think about how your workplace supports different holiday experiences. Well-being isn’t a one-size-fits-all solution, especially this time of year. Group benefits and thoughtful communication can make a real difference when they’re used to support the full range of what people might be feeling.
The Myth of the Universal Holiday Season
Not everyone celebrates the same holidays, or in the same ways. Some employees might be navigating multiple commitments. Others may feel isolated or disconnected from the usual year-end excitement. For those living far from family or spending the season alone, the push to “get into the spirit” can feel more isolating than uplifting.
These emotional layers don’t disappear at work. They follow people into meetings, inboxes, and interactions. A little awareness goes a long way. A quick check-in, flexibility with time off, or adjusting expectations around availability can help create space for people to take care of themselves in ways that work for them.
A Fresh Look at Group Benefits
December tends to be a quieter time in benefits planning, but it’s an excellent moment to bring visibility to what’s already in place. Group benefits exist to support employees in their everyday well-being, not just during life milestones or major health events.
This is a good time to gently resurface benefits that might be overlooked. Coverage for things like massage, counselling, or virtual care can be especially helpful in a month filled with pressure, expectations, and social commitments.
A few options that are worth revisiting in your communications:
- Support for mental health through therapy or counselling
- Wellness-related services such as massage or acupuncture
- Access to virtual care when time is tight
- Fitness and wellness reimbursements for movement and recovery
These are great, tangible tools for navigating stress and staying grounded during a season that pulls people in many directions.
Don't Forget About EAPs
Many employees still don’t know what an EAP includes or how easy it is to access. Short-term counselling, support for financial planning, help with family matters, and resources for caregiving are just some of the ways EAPs can offer meaningful support in December and beyond.
Rather than waiting for employees to come to you, this is a great time to proactively remind them of what’s available. Keep it simple. A quick message that includes how to access the EAP, when it’s available, and what it can help with is more impactful than a long policy overview. The easier it is to find, the more likely people are to use it.
Flexibility Still Matters
While many offices slow down toward the holidays, the schedule doesn’t feel slow for everyone. Whether someone is juggling family visits, trying to stretch their vacation days, or simply planning some much-needed time off, flexibility is key.
That might look like:
- Letting people block off quiet time in their calendars
- Encouraging asynchronous work where possible
- Easing up on internal deadlines
- Offering no-meeting days before time off
Creating room for people to manage their energy sends a message that their well-being matters year-round, not just during peak work periods.
Making Support a Daily Practice
Group benefits and EAPs are only part of the equation. What truly supports people during the holidays is how those tools are communicated, encouraged, and backed by a culture of understanding.
That culture is built through everyday interactions. Things like tone, flexibility, workload expectations, and how time off is talked about all contribute to whether someone feels supported or stretched thin.
For HR and leadership teams, this season is an opportunity to reinforce your commitment to well-being without overwhelming people with new initiatives. Focus on accessibility, clarity, and care.
You don’t need to know exactly what every employee is going through. But when your communications reflect a range of experiences, and your benefits strategy supports different kinds of needs, you create space for people to feel seen without having to explain.
Before everyone logs off for the holidays, it’s a great time to check in with your Canoe advisor. Whether you’re reviewing group benefits or looking for ways to make EAP access feel more approachable, we’re here to help you set your team up for a healthy start to the new year.
Wishing you and your team a happy and restful holiday season.