The time that is most stressful for companies relying on physical labour, and which most strongly influences employee motivation and loyalty, is undoubtedly the holiday season. It is important to remember that for many people from abroad, the last month of the year is not only a period of intense work but also a time of loneliness and emotional pressure. During this time, stability, understanding and respect for their work are what matter most. When employees receive this, they respond with lower turnover and higher productivity. December is like the entire year condensed into one moment - and it tests the functioning of the entire organisation.
During December in the Netherlands, teams of manual workers are the most overloaded, but it is also often the most important month of the year. In sectors such as AGF, logistics, distribution or production, the increase in orders creates pressure for more intensive work, and the weather conditions during this month are not always favourable. Employees must not only work faster and more efficiently, but also more precisely and responsibly. Every mistake or absence at work significantly affects the entire team. For international workers, homesickness, the desire to return home, financial pressure and work schedules have a strong influence as well. This is the moment when even the smallest organisational shortcomings can quickly escalate and cause problems that would not appear in other months.
Employees are still only human. They cannot be treated like machines that will simply "get through this period". December often reveals the true condition of an organisation and the way people working within it are treated - especially under high pressure. Transparency, honesty, support, communication and consistent scheduling will lead to loyalty and motivation. On the other hand, if the company becomes an epicentre of chaos, conflict and emotionally driven decisions, owners must expect increased turnover or difficulties with staffing positions.
During the holiday season, the most important part of managing physical workers is predictability. This is the most essential factor for manual workers, influencing their sense of stability and safety. Predictability concerns not only schedules but also transport, housing, communication about extra shifts, planning overtime and organising work during high-volume days. For international workers who do not feel support from family or from the company, organisational chaos burdens them more than the physical work itself.
According to CBS statistics on absenteeism by sector, in 2023 sickness absence in physical sectors amounted to 6.3% in "transport and storage", 6.1% in "industry" and 4.6% in "trade". (source: CBS - "Daling ziekteverzuim in 2023 sterkst in horeca")
These results directly show not only the burden of these sectors but also that a stressed or insufficiently supported manual worker is much more likely to drop out of the schedule. The holiday period promotes higher absence due to increased susceptibility to infections, lower temperatures and intensified physical demands in warehouses, halls and distribution centres.
Looking at predictability from the employee's perspective, it is often a real safeguard for their health. Lack of information about overtime, unexpected changes in schedules or transport issues can increase fatigue by dozens of percentage points. If the company’s operational chain is complex, it is crucial that each element works perfectly. If one element - for example, employee transport - fails, companies may face serious problems. If a business ignores the importance of this chain and believes that "one small non-functioning element" is not a problem, December will bring sudden resignations, absenteeism and the need to fill gaps in the middle of the peak season.
Physical workers regularly emphasise in CBS and TNO surveys that the greatest source of stress is not the work itself but the lack of control over their own time. This is particularly important for international workers. A structured day allows them to manage sleep healthily, prepare meals, maintain contact with loved ones, take care of their health and regenerate properly. Changing the schedule "on the fly" often leads to high levels of fatigue among manual workers, often impossible to recover from before the next workday begins. As a result, an employee becomes less efficient, more frustrated and more likely to be absent.
Workers who know that their time is respected leave less frequently, fall sick less often and are more willing to take overtime during the peak season. Importantly: predictability does not require large financial investments - what it does require is organisational discipline and consistent communication. Especially in sectors where turnover is even more expensive than in others, a well-planned, predictable schedule should be a core element of organisational strategy.
December is the month in which special attention must be paid to the emotions of manual workers, especially those who come from abroad. During this period, they often experience a specific kind of loneliness related not only to the lack of family but also to being separated from their traditions, atmosphere and cultural rituals from home. Naturally, work becomes more intense, leaving little time for rest or contact with family. Physical exhaustion eventually merges with emotional strain, which is why December is often the month in which turnover results not from real workplace issues but from psychological overload.
In the NEA 2024 study, this aspect was highlighted. As noted in the report:
"It occurred more often that employees indicated that they neglected family or household activities because of work."
This sentence very accurately reflects the experience of many people working physically in the Netherlands, especially those coming from abroad. In their case, "neglecting family activities" does not mean just cancelling a dinner or feeling down - it means a real loss of connection with loved ones, not only due to long working hours but also because of physical distance. Additionally, when December brings a faster pace of work and longer shifts, the sense of isolation intensifies.
It would be untrue to say that holiday pay does not influence motivation. It does - but it cannot overshadow the way workers are treated. For manual workers, other elements such as stability, relationship with a supervisor and recognition also play an important role. A manager who communicates changes clearly, maintains good contact with the team and simply thanks employees for their effort creates a workplace people want to return to.
This is not about old-fashioned coaching-style management but about authenticity that workers can feel. Everyone wants to be treated like a human being, not just a resource. That is why atmosphere plays such an important role in December. Companies that invest in it statistically have lower turnover in the first quarter of the new year. This is no coincidence - it is the psychological effect of "closing the year": people stay where they feel respected.
Dutch logistics and production companies rely on multicultural teams, and in December this becomes especially visible. International employees differ in traditions, expectations and styles of communication, and the busier holiday season intensifies fatigue and the potential for misunderstandings. During this time, small tensions caused by unclear messages can quickly lead to discouragement and resignations - not because the job is objectively bad, but because the emotional pressure of winter heightens frustration.
As UWV notes:
"The number of open vacancies has increased sharply in recent years."
In practice, this means that every worker knows they can easily find another job - often the very next day. This is why clear, predictable communication becomes a key tool for retaining staff. Employees who understand the rules, know what is expected of them and feel acknowledged are less likely to resign in December, when fatigue and pressure are at their highest. Companies that take care of clarity and communication see significantly lower turnover, which helps maintain operational stability during the most demanding month of the year.
The holiday period for companies - especially those operating in physical sectors - cannot be treated as a "problem to survive". The way work is organised and how employees are treated in the final month of the year determines whether people stay in their roles or decide to look for another job. Even for international workers, this is not a major obstacle, because the labour market for manual work in the Netherlands remains exceptionally dynamic.
An employee who feels appreciated, respected and genuinely supported will return after the holidays with stronger motivation. An employee who felt chaos, lack of communication or overload in December often disappears without a word.
The UWV report "Regio in Beeld Twente 2024-2025" shows that the Dutch labour market remains structurally tight, and the number of vacancies has increased significantly in recent years. This means that for many companies, the challenge is not only recruiting new candidates but above all retaining the employees they already have.
If you want your company to enter the new year with a loyal and motivated team, contact Intraservis - we will help you build staffing stability even in the most demanding holiday period.
1. Is a holiday bonus enough to retain workers?
No. A bonus works only short term. Predictable schedules and clear communication have the biggest impact on loyalty.
2. Which sectors are most burdened in December?
Logistics, AGF, warehouses, transport and production - confirmed by CBS data.
3. Why do international workers resign more often after the holidays?
December is the most emotional month of the year, and lack of support leads to quick decisions about changing jobs.
4. How can companies reduce winter absenteeism?
Clear scheduling, good housing, stable transport and transparent communication.
5. Do cultural differences really affect turnover?
Yes - UWV identifies them as one of the key factors influencing turnover.
6. Is it worth organising holiday activities?
Yes, as long as they are simple, sincere and adapted to a multicultural team.