December marks the pinnacle of festive cheer for workplaces across the UK, with the office Christmas party standing as a cherished tradition since the 19th century. Today, it’s a cornerstone of corporate culture, with 77% of businesses deeming it the most important social event of the year. But while the Christmas party might foster camaraderie and goodwill, it also appears to spark a wave of absenteeism the following Monday.
Data from HR software provider BrightHR shows that, with the exception of the first working day in January, employees in the UK are more likely to call in sick on the second Monday in December than on any other day of the year, with sickness absences increasing by between 42-65% compared to the average Monday over the past four years.
- In 2023, Monday 11th December ranked as the second ‘sickest’ day of the year, with sickness absences 42% higher than the average Monday in 2023. Only Tuesday 3rd January saw higher rates.
- In 2022, Monday 12th December and Monday 19th December claimed the second and third ‘sickest’ spots, with absences 65% and 63% above the average Monday, respectively.
- In 2021, Monday 6th December and Monday 13th December topped the charts as the first and second ‘sickest’ days of the year, with sickness absences again soaring by 65% and 63%.
Commenting on the ‘Merry Monday’ phenomenon, CEO at BrightHR Alan Price says: “The surge in absences during Christmas party season is a familiar challenge for businesses. While some of this can be attributed to seasonal illness, the timing often suggests a link to festive celebrations, particularly as research suggests the first two Fridays in December are the most common dates for office Christmas parties in the UK. For many, the Monday after the Christmas party becomes a de facto recovery day, whether planned or not.
“Of course, with flu and cold season in full swing, many employees who call in sick during December will be doing so for legitimate reasons. However, the data from our absence management software suggests that seasonal illness is not the main factor behind the vast majority of these ‘Merry Monday’ absences, particularly as sickness absence rates quickly fall back down to the average, or even below, the Tuesday after. “The surge in absences is likely to have more to do with the hangover effect of Christmas party season, a touch too much merriment, and festive spirits (of the alcoholic variety) leading to a lot of sore heads.
“Employers can mitigate the impact of these unplanned absences by taking a proactive approach, reminding staff of their attendance policies and proper procedures for calling in sick, and, if possible, offering flexible work arrangements to help employees manage their post-party recovery without having to resort to unscheduled leave.
“If you do suspect that your staff members have called in sick without having a proper reason, don’t jump to any conclusions. Open up a constructive dialogue with them to find out more about the reasoning behind their absence. Only in instances of proven misuse of sick leave or persistent issues with attendance should you look at implementing a disciplinary process, ensuring compliance with employment law.
“HR tools that monitor absences and report on trends, as well as rota scheduling tools, can also help keep your business running smoothly throughout the festive period, allowing you to quickly see who’s off, easily fill last-minute vacant shifts, and identify any persistent issues in workplace attendance.
“Ultimately, by addressing potential issues proactively, businesses can celebrate the holidays without compromising productivity or morale.”
Employment Law and HR Best Practices for Festive Absences
Dealing with absenteeism requires a balance of empathy and adherence to policy. BrightHR recommends the following steps:
- Reinforce attendance policies: As the festive season kicks off, remind staff about the company’s absence and lateness policies. Highlight the importance of giving proper notice for annual leave or reporting sickness promptly.
- Monitor Patterns Without Bias: Use absence tracking tools to identify trends, but approach suspected misuse of sick leave with caution. Accusations without evidence can harm morale and create unnecessary conflict.
- Promote Transparency: Build a culture where employees feel comfortable requesting leave in advance. This helps managers anticipate staffing shortfalls and plan accordingly.
- Encourage Accountability: Remind employees that the Christmas party is an extension of the workplace, and the same professional standards apply. This includes responsible drinking and adherence to behavioural policies.
- Be Flexible but Firm: If workloads allow, consider offering the Monday after major events as an optional annual leave day or work-from-home option. This can reduce unplanned absences while demonstrating goodwill.
What to Do About Persistent Issues
When unplanned absences become a recurring problem, employers should:
- Conduct return-to-work interviews to understand the reasons behind absences and identify any patterns.
- Implement a fair disciplinary process if misuse of sick leave is proven, ensuring compliance with employment law.
- Use HR tools to maintain accurate absence records and support decision-making.