Reflections and practical tips for supporting neurodivergent colleagues and those managing hidden mental health challenges this holiday season
The festive season can be one of the trickiest times of year at work. I know, because I’ve been there — feeling a mix of excitement at the decorations and dread at the sensory overload, Secret Santas, and team lunches that suddenly appear in every calendar. For some people, December is a highlight; for others, it can be exhausting, triggering, or just plain stressful.
And it’s not just about neurodivergence. Many colleagues are managing challenges that are hidden, stigmatised, or hard to talk about: eating disorders, alcohol recovery, anxiety, trauma, caring responsibilities, financial pressure… the list goes on. These are all real experiences, and yet workplaces often assume that everyone will enjoy the same festive activities. That’s where thoughtful planning can make a massive difference.
Start by noticing — really noticing — what matters to your team
Over the years, I’ve learned that noticing the small things makes the biggest difference. A colleague quietly leaving a party early might not be “antisocial” — they could be managing sensory overload, anxiety, or exhaustion. Another might avoid the buffet because food triggers an eating disorder or digestive issue. And yes, not everyone wants to join a boozy team night — for some, it’s actively unsafe or stressful.
A few things to consider if you want to make festive workplace activities genuinely inclusive:
- Sensory overload is real. Flashing lights, loud music, crowded spaces, and strong scents aren’t minor irritations; they can be genuinely draining.
- Food and drink pressures can be invisible. Buffets, chocolates, and alcoholic drinks can be tricky for those managing eating disorders, recovery from addiction, or specific health or religious requirements.
- Social energy varies. Introverts, those masking differences, or colleagues recovering from burnout may find unstructured socialising exhausting.
- “Optional” often doesn’t feel optional. If your workplace culture rewards visibility or sociability, some people will attend despite discomfort.
I’ve found that starting with empathy — really imagining what December feels like for everyone — makes all the difference. And if you want some broader guidance, Mind has practical advice for mental health at Christmas
Communication is everything
One thing I’ve learned from my own experience is that clarity is a gift. When I know what to expect — the noise level, the menu, the dress code — I can prepare, manage my energy, and make the choice that works for me. Uncertainty, on the other hand, adds stress.
- Ask for preferences before planning: timing, venue, sensory considerations, dietary needs, and even budget.
- Share the details in advance. Early clarity reduces anxiety and helps people plan how they’ll engage.
- Consider accessibility beyond ramps: seating options, quiet spaces, and lighting make a real difference for everyone.
Alcohol-free options deserve attention, not a token gesture
This one really matters. I’ve lost count of the times I’ve seen a single carton of orange juice left at the end of a drinks table as if non-drinkers are an afterthought. If you want your celebrations to be inclusive, alcohol-free options need to feel intentional and festive.
- Alcohol-free sparkling wines or botanicals
- Mocktails made with the same care as alcoholic drinks
- Seasonal soft drinks, spiced apple, or indulgent hot chocolate
How these drinks are presented tells people a lot about whether they’re genuinely considered or quietly tolerated. Keep language neutral, avoid pressure or jokes, and let people enjoy whatever they’re drinking without comment.
Inclusive Employers have some practical guidance on creating an inclusive workplace at Christmas
Offer choice and flexibility — it’s about autonomy, not compromise
Not everyone wants a big evening do. I’ve personally learned that having a quiet, low-key option can make all the difference. For some colleagues, it might even be the only way they can participate without anxiety or sensory overload.
Ideas that have worked in my experience:
- Daytime coffee meetups, creative or wellbeing sessions, festive quizzes or outdoor walks.
- Virtual drop-ins for hybrid teams.
- Non-food-based activities like volunteering, gratitude walls, or shared playlists.
- Low or no-cost options to avoid financial pressure.
- Quiet spaces so colleagues can regulate without missing out.
For guidance on sensory-friendly adjustments and autistic-friendly workplaces, the National Autistic Society is an excellent resource
Participation should be genuinely optional
Inclusion isn’t just offering alternatives — it’s about letting people opt out without judgement, guilt, or pressure. The most meaningful celebrations are the ones where everyone can show up on their terms — or not at all.
Reflections for the season
From my own experience — both personally and professionally — the difference between an inclusive and an exclusive festive workplace often comes down to small, thoughtful gestures: clear communication, flexible options, and respect for people’s choices.
To make festive workplace activities genuinely inclusive, colleagues need to feel safe, welcome, and genuinely able to participate in the way that suits them. If we get this right, December stops being a source of stress and starts being something people can enjoy. Even if that means sipping hot chocolate quietly in a calm corner, with no one questioning why.
For additional tips on supporting mental health over the festive period, the Mental Health Foundation is a useful resource
If your organisation would like support creating inclusive festive activities, reviewing workplace wellbeing, or embedding neurodiversity and mental health inclusion strategies, I’d be happy to help.
