As the holidays approach, employees are juggling more than just gift lists and travel plans.
Many face shifting school schedules, seasonal illnesses, and unexpected gaps in care for children or older loved ones. For employers, this time of year can mean increased absenteeism, lower productivity, and extra stress across teams.
That’s where thoughtful planning (and the right care benefits) can make all the difference.
The holidays are high time for care gaps
Even the most reliable care arrangements can fall through during the holiday season. Schools and daycares close for breaks, professional caregivers take time off, and family helpers travel.
Add in winter colds and flu season, and it’s no surprise that working parents and caregivers are often scrambling to make a plan B. Or C.
Here are the times when disruptions are most likely:
- The week of Thanksgiving: Many school districts close for the full week.
- Mid-December through early January: Winter break varies by district but often lasts two full weeks.
- Early January teacher in-service days: Many schools add a day or two of closures before students return.
For employers, these care gaps often translate into:
- Unplanned absences when child or senior care falls through
- Reduced focus among employees worried about loved ones at home
- Burnout and stress as the emotional load of caregiving intensifies during the holidays
The business impact of unplanned care disruptions
According to our 2025 Future of Benefits Report, nearly three in four U.S. workers (73%) are juggling caregiving responsibilities, and 83% say caregiving challenges exacerbate their risk of burnout.
That stress doesn’t just stay at home. It shows up at work, driving absenteeism, lower productivity, and higher turnover.
Employers who proactively address these disruptions see measurable results: 45% higher productivity, 40% lower absenteeism, and a happier, more present workforce.
The takeaway? Planning for seasonal care disruptions is a business strategy that pays off in engagement, retention, and morale.
How employers can prepare
A few small steps now can prevent major stress later, for both your employees and your business.
1. Remind employees early and often
The best time to communicate about backup care is before holiday closures sneak up.
- Early November: Include booking links in your HR or internal newsletter.
- Mid-December: Send a quick “last call” reminder for anyone who hasn’t yet reserved care.
Consider an internal post or email outlining:
- How to book child or adult backup care
- Deadlines for holiday requests
- Quick links to their benefits portal
Hot tip: If you are a Care for Business client, we provide a library of plug-and-play comms and graphics to make this easy. Just reach out to your Account Manager!
2. Encourage employees to book ahead
Backup care demand spikes the week before Thanksgiving and again around December 15 to January 3.
Encourage employees to reserve care early, even if they’re not certain they’ll need it. A simple HR nudge can dramatically reduce last-minute stress.
3. Promote flexibility
Hybrid and remote arrangements can be especially valuable this time of year. Support flexible scheduling, compressed workweeks, or remote options to accommodate shifting care needs.
4. Highlight emotional and practical resources
The holidays can bring financial pressure, caregiving fatigue, and stress. Remind employees about additional resources like:
- Care Specialists for help navigating complex care needs
- LifeMart discounts for holiday expenses
- Care Talks focused on well-being
5. Lead with empathy
Managers play a key role in how supported employees feel. Provide simple talking points to help leaders respond with understanding when care issues arise. Compassion builds loyalty, and helps employees stay focused and engaged when they’re able to work.
Set your team up for a smooth season
When care works, so does everything else. By planning ahead and communicating clearly, employers can help their teams navigate the holidays with less stress and fewer disruptions.
