Supporting employees during the holiday season

Balancing the stress of the holiday season with work responsibilities can take a toll on employees. Explore ways you can help support them through it.

Nov. 14, 2025

Many people struggle during the holiday season. In fact, 57% of surveyed U.S. adults indicated that the holidays are stressful, with just 23% finding the season even slightly relaxing.¹This stress may stem from financial concerns, time constraints for holiday-related activities, family commitments, travel or managing their workload amidst it all.²

During this time, employers have a unique opportunity to help alleviate some of this stress and make sure their employees feel cared for. This may include expressing gratitude for their work contributions, hosting a holiday or end-of-year celebration, awarding bonuses or reminding employees of the benefits and resources they have available to them.

Offer employees financial support

The most cited cause of stress for employees during the holiday season is financial, whether it be the concern of spending too much or not making enough to cover holiday expenses.² What can employers do that may ease or help employees manage their financial stress?

Employee Assistance Programs – Employers may want to remind eligible employees about the resources available through their Employee Assistance Program (EAP) or Emotional Wellbeing Solution (EWS). For instance, employees can seek out financial advice or request budget spending tips to keep holiday spending in check. Plus, employees can call an EAP coordinator at no cost to determine which resources are best suited to support their unique needs.

Flexible spending accounts – Reminding employees about their flexible spending accounts (FSAs), which can be tapped for qualified medical services, is another way employers can help employees conserve their cash. Around the holiday season, encourage employees to use pretax dollars from their FSA for things like dental or vision expenses, copays, prescriptions and more to ease the stress of the extra holiday spending. Plus, those dollars cannot be carried over to the next year, so it is in their best interest to use what is left in those accounts before year’s end to avoid those dollars being wasted.

Holiday bonuses or gifts – The holidays are a wonderful time to offer financial incentives, gifts or bonuses to employees that can not only alleviate the financial burden that comes with the season but may also remind them how much they are valued at work.

Point employees to behavioral health and wellness benefits

Heading into 2025, more people made resolutions to find ways to improve their mental health than ever before.³ With 2026 in the not-too-distant future, employers have a chance to help employees double down on their commitment to mental health and well-being by reminding them of the benefits available to them.

Low-severity resources – One of the biggest opportunities employers have to support their employees (while also reducing their costs) may be reminding them about the availability of behavioral resources for low- to moderate-severity issues. For example, Calm Health, an evidence-based wellness app, offers members access to everything from on-demand mental health screenings to personalized programs created by psychologists, as well as a library of self-care content for managing stress and anxiety, improving sleep and building life-changing habits. Other solutions that can help before a member is in crisis may include self-help digital resources, “in the moment” telephonic support and behavioral health coaching.

Wellness benefits and programs – Employers can also encourage employees to use their paid time off (PTO) and take mental health days when needed, both to enjoy the holiday season and to get some well-deserved rest. Additional options such as mindfulness sessions, meditation classes, reimbursements for gym memberships, and keeping healthy meals and snacks in the office can all help contribute to better health and wellness for employees. Encouraging participation in wellness programs like UnitedHealthcare Rewards, where they can earn incentives for healthy behaviors or actions, can also help employees prioritize their health and well-being

Offer flexibility and morale-boosting opportunities

Whether employees are working in an office, remotely or a hybrid of the two, they may need a reminder about when to step away to enjoy holiday activities if their job allows. Employers have the chance to offer several resources to both in-person and virtual employees when it comes to work schedules and social events that can be mood lifters.

Flexible scheduling – During the holidays, employers may want to let employees adjust their work hours or deadlines to ensure they can enjoy their holiday plans or fulfill any personal obligations they may have. Employers that prioritize work-life balance, especially during this time of year, may see positive impacts on employee satisfaction and retention rates.

Messages of gratitude – Sending out or encouraging leaders to express gratitude to employees for their year’s contributions can help them feel appreciated. Consider highlighting key accomplishments and reinforcing the value they bring to the organization, while also motivating them around what the business seeks to achieve in the upcoming year.

Holiday or end-of-year get-togethers – Bringing employees together to celebrate the year’s accomplishments can be another way to show appreciation and foster community. This can include team-building activities, volunteer opportunities, happy hours or shared meals. Whatever an employer’s budget may be, it is important to find ways to make sure employees feel valued as people, as co-workers and as meaningful contributors to the business.

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Footnotes

2025 Holiday Mental Health Report. LifeStance Health, Nov. 5, 2025. Available: https://lifestance.com/insight/holiday-mental-health-report-2025/.
Robinson and Bryan. 53% of Workers with Holiday Stress: 4 Things Employers Can Do to Help. Forbes. 11, 2024. Available: 53% Of Workers With Holiday Stress: 4 Things Employers Can Do To Help Accessed: 08 2025.
More Americans Making New Year’s Mental Health Resolutions Leading Into 2025. American Psychiatric Association, Dec. 18, 2024. Available: https://www.psychiatry.org/news-room/news-releases/more-new-years-mental-health-resolutions.

Disclaimers

The material provided through the Employee Assistance Program (EAP) is for informational purposes only. EAP staff cannot diagnose problems or suggest treatment. EAP is not a substitute for your doctor’s care. Employees are encouraged to discuss with their doctor how the information provided may be right for them. Your health information is kept confidential in accordance with the law. EAP is not an insurance program and may be discontinued at any time. Due to the potential for a conflict of interest, legal consultation will not be provided on issues that may involve legal action against UnitedHealthcare or its affiliates, or any entity through which the caller is receiving these services directly or indirectly (e.g., employer or health plan). This program and its components may not be available in all states or for all group sizes and is subject to change. Coverage exclusions and limitations may apply.

Flexible spending accounts (FSAs) are administered by UnitedHealthcare and are subject to eligibility and restrictions. A flexible spending account is not insurance. It may also be referred to as a flexible spending arrangement. This communication is not intended as legal or tax advice. Please contact a competent legal or tax professional for personal advice on eligibility, tax treatment, and restrictions. Federal and state laws and regulations are subject to change.

Calm Health is not intended to diagnose or treat depression, anxiety, or any other disease or condition. If participants feel their condition is severe and needs attention, they are instructed to contact their treating provider or mental health therapist for help. This program is not available to UnitedHealthcare E&I Fully Insured customers/members in New Jersey due to regulatory filings. Employee benefits including group health plan benefits may be taxable benefits unless they fit into specific exception categories. Please consult with your tax specialist to determine taxability of these offerings.

UnitedHealthcare Rewards is a voluntary program. The information provided under this program is for general informational purposes only and is not intended to be nor should be construed as medical advice. You should consult an appropriate health care professional before beginning any exercise program and/or to determine what may be right for you. Receiving an activity tracker, certain credits and/or rewards and/or purchasing an activity tracker with earnings may have tax implications. You should consult with an appropriate tax professional to determine if you have any tax obligations under this program, as applicable. If any fraudulent activity is detected (e.g., misrepresented physical activity), you may be suspended and/or terminated from the program. If you are unable to meet a standard related to health factor to receive a reward under this program, you might qualify for an opportunity to receive the reward by different means. You may call us toll-free at 1-866-230-2505 or at the number on your health plan ID card, and we will work with you (and, if necessary, your doctor) to find another way for you to earn the same reward. Rewards may be limited due to incentive limits under applicable law. Components subject to change. This program is not available for fully insured members in Hawaii, Vermont and Puerto Rico nor available to level funded members in District of Columbia, Hawaii, Vermont and Puerto Rico.

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