Not Everyone Gets Time Off During the Holidays

How to Lead When Things Don’t Feel Fair

The holidays can quietly breed resentment, disengagement, or fatigue among employees who find themselves working while others are off. Leaders who ignore this dynamic risk sending an unintended message: that their team's time and well-being aren’t equally valued.

 The solution starts with naming it.

When leaders bring the conversation into the room by saying, “I know this time of year affects people differently, and some of you are covering days while others are off,”  they normalize what might otherwise stay unspoken. This kind of acknowledgment isn't just a nice gesture. It's a trust-building move that affirms people’s contributions and creates psychological safety.

From there, consider how else you can support those working through the holidays. Can you offer flexibility in schedules or location? Time off later in January? Public recognition or meaningful small bonuses? Even simple things, like providing food, sending handwritten notes, or giving people a choice in how they work, can signal appreciation.

Most importantly, how time off is decided should be part of a larger professional development and employee support strategy. Staff shouldn't feel like they're missing out simply because they're reliable. Leaders need to look at holiday staffing decisions as an opportunity to align responsibility with recognition, learning, and growth.

As you navigate the close of the year, don’t let holiday coverage be an afterthought. Handle it with the same intentionality you bring to performance reviews or career planning, because in many ways, it is just as impactful.

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