Notice the change, then ask
Winter shows up at work as slower replies, more mistakes, shorter tempers and more sick days. Before you treat it as a performance issue, ask. "You seem a bit flat lately. How are you doing?" in a private one to one opens more doors than any policy.
You don't need to diagnose anything. If someone tells you their mood drops every winter, listen, ask what would help at work, and point them to their GP and your employee assistance programme if you have one. Low mood that has a substantial and long term effect on someone's daily life may count as a disability, which means a duty to consider reasonable adjustments.
Say yes to small changes
- Later starts or earlier finishes for the darkest months, so people travel in daylight.
- A desk near a window, or permission to take a lunchtime walk without feeling watched.
- Hybrid days on the worst weather days, where the job allows it.
- Spreading leave so people have something booked in January and February, not just at Christmas.
Employees can make a flexible working request from day one. You must deal with it reasonably, discuss it with them if you're minded to refuse, and decide within two months. A temporary winter arrangement is often an easy yes and a good trial. The flexible working guide covers the process.
Bad weather days
Decide your approach before the first snow, and tell people. Employees who can't get in aren't automatically entitled to pay unless the contract or a policy says so, but most employers keep goodwill by offering home working, swapped shifts or the chance to make time up.
If you close the workplace, you should usually still pay people. If schools close, parents have the right to reasonable unpaid time off for dependants. Don't penalise either.
Winter sickness
Since 6 April 2026, statutory sick pay is paid from the first day of sickness and the lower earnings limit has gone. Check your payroll is set up for this before the winter peak. Hold a short, kind return to work conversation after every absence, and be careful with absence triggers where an absence may be linked to a disability. The sickness absence guide walks you through it.
Money pressure in January
If you pay early in December, tell people clearly and early so they can plan for the long wait to January payday. Remind the team about any employee assistance programme, salary advance scheme or financial wellbeing support you already offer. Money worries rarely announce themselves. They show up as stress, absence and mistakes.
A festive season that works for everyone
- The work party is still work. Your harassment and conduct policies apply, and you must take all reasonable steps to prevent sexual harassment, including by guests and other third parties. Brief people beforehand, have a named person who stays sober, and plan how people get home.
- Make it optional and inclusive. Hold it at a time carers and part timers can make, offer good alcohol free drinks, and remember not everyone celebrates Christmas.
- Be fair with leave. If you need cover over the holidays, set out how it's decided and rotate it year to year.
- Watch for the people who find this season hard, such as the recently bereaved, people living alone and people under money pressure. A quiet word goes a long way.
What to avoid
- Treating a winter dip as a performance issue without a conversation first.
- Asking for medical details you don't need.
- Making the Christmas party, or drinking at it, feel compulsory.
- Deducting pay for a bad weather day when the contract or your usual practice says otherwise.
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Common questions
Do I have to pay staff who can't get in because of snow?
Not automatically. Unless the contract or a policy says otherwise, employees who can't get to work aren't entitled to pay. If you close the workplace, you should usually still pay them.
Can someone ask for different hours just for the winter?
Yes. A flexible working request can be for a temporary change. Employees can make one from their first day.
Are we responsible for what happens at the Christmas party?
It can count as work, so your harassment and conduct policies apply, and you must take all reasonable steps to prevent sexual harassment.
References: Acas, Absence from work in bad weather; Acas, Work social events; Acas, Flexible working; GOV.UK, Statutory Sick Pay; GOV.UK, Time off for family and dependants; EHRC, Sexual harassment and harassment at work guidance; NHS, Seasonal affective disorder.