Category: Holiday

Honoring the holiday, strengthening people practices, and supporting the journey ahead 

Lunar New Year is one of the most widely celebrated holidays in the world, observed across many cultures and communities. It follows the lunar calendar rather than the Gregorian calendar and marks a time of renewal, reflection, and setting intentions for the year ahead. 

In 2026, Lunar New Year begins the Year of the Horse—a symbol rich with meaning that translates surprisingly well into the everyday work of human resources. 

 

A Brief Look at Lunar New Year 

Lunar New Year is traditionally a time to: 

• Reflect on the past year 

• Clear away what no longer serves 

• Prepare for growth, good fortune, and forward momentum 

It is also a deeply cultural holiday, often centered on family, respect, gratitude, and shared responsibility. In the workplace, acknowledging Lunar New Year is a meaningful way to recognize cultural diversity and reinforce a sense of belonging—without turning the moment into a performative exercise. 

Sometimes, awareness is the most respectful starting point. 

 

What the Year of the Horse Represents 

In the Chinese zodiac, the Horse is associated with: 

• Energy and momentum 

• Independence and confidence 

• Endurance and resilience 

• Purposeful forward movement 

This is not about reckless speed. The Horse is known for strength over distance, steady progress, and knowing when to push forward and when to conserve energy. 

That balance sounds a lot like effective HR. 

 

Translating the Year of the Horse into HR Practice 

🐎 Momentum with Intention 

The Year of the Horse invites organizations to move plans into action. In HR terms, this often means: 

• Updating policies and practices that have been “on the list” for too long 

• Moving compensation, classification, or equity conversations from discussion to implementation 

• Turning values into observable behaviors, not just statements on a wall 

Momentum works best when direction is clear. 

 

🐎 Independence Supported by Structure 

Horses thrive when they understand the path. Employees do as well. 

HR plays a critical role in creating that structure through: 

• Clear and accurate job descriptions 

• Transparent performance expectations 

• Pay practices that support fairness, retention, and trust 

When people know what is expected and how decisions are made, confidence grows—and independence follows. 

 

🐎 Endurance, Not Burnout 

The Horse reminds us that success is a long journey, not a sprint. Sustainable HR practices help organizations avoid cycles of exhaustion and turnover by: 

• Supporting reasonable workloads 

• Coaching managers to address issues early 

• Designing systems that support people over time, not just during moments of crisis 

Resilience is built through consistency, not urgency. 

 

Why Holidays Like Lunar New Year Matter at Work 

Recognizing cultural holidays is not about adding one more thing to an already full calendar. It is about: 

• Demonstrating awareness and respect 

• Creating moments of shared learning 

• Reinforcing that people bring their whole selves to work 

A short acknowledgment, a brief educational note, or a reflection tied to organizational values can go a long way toward strengthening culture. 

 

How HR Answers Supports the Journey 

The Year of the Horse is about forward movement with purpose—and that is where strong HR support makes a difference. 

HR Answers partners with organizations to: 

• Set a clear HR roadmap for the year ahead 

• Strengthen compensation, classification, and compliance foundations 

• Support managers with practical tools, coaching, and education 

• Provide ongoing, trusted guidance through our Advantage and Fractional support plans 

• Deliver targeted education and project consulting when deeper work is needed 

Whether you are building momentum, recalibrating direction, or ensuring your pace is sustainable, we are here to support the full journey—not just the starting line. 

 

Looking Ahead 

Lunar New Year 2026 offers a thoughtful moment to pause, reflect, and move forward with intention. The Year of the Horse reminds us that progress is strongest when people feel supported, clear, and valued along the way. 

Here’s to a year of steady momentum, resilient teams, and HR practices that truly support the people doing the work. 

Martin Luther King Jr. Day has traditionally been a moment of reflection—and that matters. Remembrance anchors us in history. The invitation for 2026 is to also ask a forward-looking question: How do we keep the foundational concepts of Dr. King’s work alive in our organizations and communities today? 

Below are practical, human-centered ways to move from honoring the legacy to living it—every day, not just on a holiday. 

 

1. Recommit to Dignity at Work

Dr. King spoke often about the dignity of work and the dignity of people. In today’s organizations, this shows up in everyday practices: 

• Clear, accurate job descriptions that reflect real work and value contribution 

• Fair and transparent pay practices grounded in equity and consistency 

• Respectful workplace standards that apply to everyone, regardless of title 

Dignity is not a poster on the wall. It is how decisions are made, how concerns are heard, and how people are treated when things get hard. 

 

2. Practice Courageous, Respectful Conversations

Dr. King’s work required courage paired with discipline and humanity. Keeping that alive means creating space for: 

• Thoughtful dialogue, not performative agreement 

• Listening to understand, not listening to respond 

• Addressing conflict early, with professionalism and care 

This is not about avoiding discomfort. It is about learning to move through it with respect and purpose. 

 

3. Focus on Systems, Not Just Intentions

One of Dr. King’s lasting teachings is that good intentions alone do not create justice—systems do. 

• Are your policies clear, applied consistently, and regularly reviewed? 

• Do your pay, promotion, and hiring processes reduce bias rather than rely on goodwill? 

• Are accountability and follow-through part of your culture? 

Equity lives in structure. Systems quietly shape outcomes long after intentions fade. 

 

4. Make Service a Year-Round Commitment

Dr. King believed deeply in service and community responsibility. Organizations can honor this by: 

• Supporting employee engagement in service and volunteerism 

• Connecting organizational values to real community impact 

• Encouraging leadership behaviors rooted in stewardship, not authority 

Service strengthens culture and reminds us that organizations do not exist in isolation—they exist in relationship. 

 

5. Teach, Reflect, and Revisit

Keeping Dr. King’s work alive is not a one-time training or annual message. 

• Build reflection into onboarding, supervisor development, and team discussions 

• Revisit values when policies are updated or decisions are made 

• Ask regularly: Does this align with who we say we are? 

Progress is sustained through repetition, reinforcement, and reflection. 

 

Martin Luther King Jr. Day invites us to pause—and then to proceed with intention. The most meaningful way to honor Dr. King’s legacy is not only to remember his words, and to embody his principles in how we lead, manage, and support one another. 

At HR Answers, we believe this work lives in the details: fair systems, clear expectations, respectful communication, and a consistent commitment to people. If your organization is ready to turn values into daily practice in 2026, we are here to help—through ongoing HR support, education, and project-based consulting that keeps the work alive all year long. 

A new year has a way of showing up with equal parts optimism and pressure. Fresh calendars. Big goals. And that quiet HR voice in the back of your head reminds you that everything seems to be due in January. 

Instead of letting 2026 happen to you, this is the perfect moment to step back and intentionally plan your HR focus for the year ahead. Not a 40-page strategy document. Just a clear, practical roadmap that keeps you compliant, aligned, and a step ahead. 

Let’s get the year going. 

 

Step 1: Look Back Before You Look Forward 

Before diving into what’s new, take a quick look in the rearview mirror. 

Ask yourself: 

• What HR issues consumed the most time last year? 

• Where did managers struggle the most? 

• What kept getting pushed to “next quarter”? 

Those pain points are your clues. If something lingered in 2025, it likely deserves priority in 2026. 

 

Step 2: Re-Anchor to the Basics 

Every strong HR year starts with a solid foundation. Early in the year is an ideal time to: 

• Review policies and handbooks for accuracy and legal updates 

• Check job descriptions for clarity, alignment, and equity 

• Confirm pay practices still support compliance and internal consistency 

These aren’t glamorous tasks, and they prevent bigger issues later. Think of this as tightening the bolts before the road trip. 

 

Step 3: Pick 2–3 Strategic Focus Areas (Not 12) 

HR planning works best when it’s realistic. Choose a small number of focus areas that truly matter this year, such as: 

• Strengthening supervisor skills and confidence 

• Improving hiring and onboarding processes 

• Addressing compensation structure or pay equity planning 

• Building consistency in performance feedback and accountability 

You don’t need to do everything. You need to do the right things well. 

 

Step 4: Put Education on the Calendar 

Good intentions fade quickly without structure. One of the most effective HR moves is scheduling learning in advance. 

Whether it’s supervisor training, HR fundamentals, or deeper dives into specialized topics, planned education: 

• Reduces reactive decision-making 

• Builds confidence across the organization 

• Creates shared language and expectations 

Future-you will be very thankful you booked it now. 

 

Step 5: Decide What You Don’t Have to Do Alone 

Here’s the honest truth: HR can be complex, nuanced, and time-consuming. And it doesn’t all need to live on your shoulders. 

This is where support matters. 

At HR Answers, we meet organizations exactly where they are—whether that’s day-to-day guidance, structured support, education, or project-based expertise. 

 

How We Can Help in 2026 

• Advantage & Fractional Plans – Ongoing HR support, trusted advice, and practical tools when questions arise 

• Education Services – Training that builds confidence, competence, and consistency 

• Project Consulting – Focused support for compensation, classification, compliance reviews, and more 

No judgment. No one-size-fits-all solutions. Just experienced HR partners who understand your reality. 

 

A Fresh Start, With Backup 

A new year doesn’t require perfection. It benefits from intention, clarity, and knowing help is available when you need it. 

If 2026 is the year you want HR to feel more manageable, more strategic, and less reactive—we’re here to help you make that happen. 

Let’s make this a year that works. 

As the year draws to a close, Christmas offers a chance to pause, connect, and share gratitude for the people who make our work meaningful. Whether your organization celebrates with a holiday luncheon, a Secret Santa gift exchange, or simply by giving the gift of time off, this season is about more than lights and decorations—it’s about kindness, connection, and carrying that goodwill into the year ahead.

In the HR world, December often brings a flurry of activity—year-end wrap-ups, benefit renewals, and the occasional last-minute payroll correction (because nothing says “season of giving” like making sure paychecks are right). Still, it’s also a perfect opportunity to spread cheer and acknowledge the hard work, dedication, and resilience of employees across the organization.

So, in the spirit of the season, here’s an HR take on a classic holiday poem…

‘Twas the Week Before Christmas (An HR Holiday Poem)

‘Twas the week before Christmas, when all through the place,
Not an email was stirring, not even from Space* (*the Zoom room, of course).
The policies were posted with diligence and care,
In hopes that compliance would always be there.

The staff were all nestled in sweaters of red,
While visions of holiday treats danced in their head.
And I at my desk, with cocoa in hand,
Had just closed the file on the year’s final plan.

When out by the copier there arose such a clatter,
I sprang from my chair to see what was the matter.
Away to the hallway I moved like a flash,
Hoping no one had caused a supply room crash.

The glow of the tree cast a warm little light,
As I peeked ‘round the corner to check on the sight.
When what to my wondering eyes should appear,
But the whole staff together, all brimming with cheer.

With smiles and cards and a plate piled high,
Of cookies and fudge and fresh pumpkin pie,
They spoke all at once in a chorus so true:
“This year wouldn’t have worked half as well without you!”

They thanked us for hiring, for keeping things fair,
For guiding with patience and showing we care.
For training, for listening, for keeping our cool,
For knowing the handbook and following the rule.

My heart gave a leap, my cheeks felt the glow,
As I realized they just wanted us to know—
That HR’s not just policies, forms, and reviews,
It’s people, it’s trust, it’s the culture we choose.

And I heard them exclaim, as they turned out the light,
“Merry Christmas to all—and to all, a good night!”

From our HR Answers family to yours, may this Christmas bring you joy, rest, and connection. May your days be merry, your inboxes be light, and your celebrations reflect the warmth and togetherness that truly define this season.

Hanukkah, also known as the Festival of Lights, is an eight-day Jewish holiday that celebrates resilience, hope, and the triumph of light over darkness. In 2025, Hanukkah begins at sundown on Sunday, December 14 and ends at nightfall on Monday, December 22.

At its heart, Hanukkah commemorates the rededication of the Second Temple in Jerusalem and the miracle of the oil that burned for eight nights when there was only enough for one. Families traditionally light the menorah each evening, adding one candle at a time, and enjoy festive foods like latkes (potato pancakes) and sufganiyot (jelly-filled doughnuts). Games of dreidel and the exchange of small gifts also play a part in the celebrations.

Why Hanukkah Matters at Work

Recognizing Hanukkah in the workplace shows respect for cultural and religious diversity, fosters inclusion, and helps create a work environment where people feel valued for who they are. The holiday’s themes of perseverance, light, and community are universal—and align well with many organizations’ values.

Ways to Celebrate Hanukkah at Work

1. Share the Story and Symbols
   • Host a short lunchtime presentation (or share an internal newsletter article) explaining the meaning of Hanukkah, including the menorah, dreidel, and holiday foods.
   • Invite employees who celebrate to share their traditions—if they’re comfortable doing so.
2. Add a Little Light
   • Create a “Festival of Lights” display in a common area with electric menorahs or other festive, workplace-appropriate décor.
   • If your organization decorates for the holidays, ensure Hanukkah is represented alongside other seasonal celebrations.
3. Food Brings People Together
   • Offer a Hanukkah-inspired treat in the break room, like latkes or sufganiyot.
   • Share recipes so employees can try making them at home.
4. Incorporate Inclusive Scheduling
   • Be mindful that employees observing Hanukkah may have evening commitments for candle lighting and family gatherings.
   • Adjust schedules or meeting times, when possible, to show support.
5. Spread the Warmth
   • Encourage team members to share acts of kindness throughout the eight days—mirroring the holiday’s themes of generosity and community.

A Final Thought

Hanukkah is a celebration of light, hope, and faith against the odds. By acknowledging it in our workplaces, we not only honor our colleagues who observe the holiday—we also remind ourselves that even in challenging times, small acts of light can have a big impact.

This season, let’s keep the lights of respect, understanding, and connection burning bright—long after the menorah’s candles have gone out.

Thanksgiving is more than turkey, football, and pumpkin pie—it’s a time to pause, reflect, and appreciate the people and moments that make life (and work) meaningful.

The holiday’s roots trace back to 1621, when the Pilgrims and the Wampanoag people shared a harvest feast. Over the centuries, Thanksgiving evolved into a national tradition, officially recognized by President Abraham Lincoln in 1863 as a day to “give thanks and praise.” Today, it’s a blend of family gatherings, cultural traditions, and a national reminder to focus on gratitude.

Why Thanksgiving Matters in the Workplace

While the holiday is often celebrated at home, its message carries powerful workplace lessons:

• Gratitude boosts morale – A simple thank-you can increase engagement, teamwork, and job satisfaction.
• Connection matters – Taking time to share appreciation helps strengthen workplace relationships.
• Reflection inspires growth – Recognizing what’s working well can guide future success.

Ideas for a Workplace-Friendly Celebration

• Gratitude Wall or Digital Board – Let employees post notes of appreciation for one another.
• Team Potluck or Pie Day – A lighter, flexible version of a holiday meal where everyone can contribute in person or virtually.
• Thank-You Challenge – Encourage staff to send three handwritten or digital notes of thanks during the week.
• Community Giving – Organize a food drive, charity donation, or volunteer opportunity as a team.

A Gentle Reminder for Inclusivity

Not everyone celebrates Thanksgiving in the same way—or at all. Keep activities optional and mindful of different cultural or personal traditions. The spirit of gratitude can be universal, even when the turkey isn’t.

Closing Thought

As you head into the holiday weekend, remember that gratitude is a year-round practice. A little thankfulness today can go a long way toward building a workplace where people feel valued every day of the year.

Here’s to full hearts, meaningful work, and maybe just one more slice of pie.

Each year on November 11, we pause to honor the men and women who have served in the United States Armed Forces. Veterans Day is a time to recognize the sacrifices, commitment, and resilience of those who have defended our freedoms—whether they served during times of peace or conflict.

While Memorial Day focuses on remembering those who gave their lives in service, Veterans Day celebrates all who have worn the uniform. It’s an opportunity to express gratitude to our colleagues, friends, family members, and neighbors who have dedicated a portion of their lives to military service.

A Brief History

• 1919 – Originally known as Armistice Day, it marked the end of World War I.
• 1954 – The name was changed to Veterans Day to honor all U.S. military veterans.
• Today – The holiday is recognized across the nation with parades, ceremonies, and moments of reflection.

Why It Matters in the Workplace

Veterans bring unique strengths to our organizations: discipline, adaptability, teamwork, leadership, and a strong sense of mission. By recognizing their contributions, we foster a culture of respect and inclusion that benefits everyone.

Ways to Honor Veterans at Work

• Host a Recognition Event – Invite veterans to share their stories or experiences.
• Offer Time Off for Local Events – Encourage participation in parades or commemorations.
• Highlight Service in Internal Communications – Share employee spotlights or veteran-owned partner stories.
• Support Veteran Organizations – Organize a volunteer day or donation drive.
• Create a Year-Round Commitment – Include veterans in DEI initiatives and career development programs.

A Note of Gratitude

On this Veterans Day, let’s take a moment to look around our workplaces and communities, recognize those who have served, and simply say, Thank you. Their contributions—both in uniform and as part of our organizations—help shape a stronger, more resilient future.

Every year on November 1 and 2, many people across Mexico, Latin America, and the United States celebrate Día de los Muertos—the Day of the Dead. Far from being a somber occasion, this centuries-old tradition is a vibrant, joyful time to honor the lives of loved ones who have passed away, celebrate their memory, and embrace the idea that they are still part of our lives.

A Living Tradition

Rooted in both Indigenous Aztec rituals and Catholic All Saints’ and All Souls’ Days, Día de los Muertos blends cultural and spiritual traditions. Families create ofrendas (altars) decorated with marigolds, candles, photographs, and favorite foods of the departed. These displays aren’t about mourning—they’re about welcoming spirits back for a visit, sharing stories, and celebrating the joy they brought to our lives.

Symbols That Tell Stories

You’ve probably seen the colorful calaveras (sugar skulls), papel picado (intricately cut paper banners), and paths of bright orange cempasúchil (marigold flowers). Each element carries meaning:

• Marigolds are thought to guide spirits home with their vibrant color and scent.
• Sugar skulls symbolize the sweetness of life.
• Papel picado represents the fragility of life, swaying in the breeze.

Celebrating in the Workplace

While Día de los Muertos is deeply personal, organizations can respectfully acknowledge it in ways that honor its cultural significance:

• Create a Memory Wall or Table – Invite employees to bring in photos or write notes about loved ones (pets included!).
• Share Stories – Host a lunchtime gathering for storytelling, music, and learning about the tradition.
• Incorporate Art and Color – Display papel picado or marigold arrangements in common areas.
• Learn Together – Share articles, videos, or a short presentation on the history and meaning behind the holiday.

Why It Matters at Work

Acknowledging holidays like Día de los Muertos builds cultural awareness, strengthens relationships, and reminds us that people bring their whole selves to work—including their history, heritage, and heart. Celebrating together can be a moment of connection that lasts beyond the holiday itself.

In the end, Día de los Muertos isn’t about death—it’s about the beauty and continuity of life, the importance of family and community, and the joy of remembering. And those are values worth honoring every day.

Halloween in the workplace is a rare kind of magic — the one day you can show up as a vampire, a cat, or an Excel spreadsheet and no one questions your judgment.

It’s a day for candy bowls at reception, themed potlucks, and wondering if that really tall witch in the break room is from Accounting… or Procurement.

Pro Tips for a Frightfully Fun (and Safe) Workplace Halloween:

• Keep it work-friendly. If your costume wouldn’t pass the “casual Friday” test, it probably doesn’t belong at the office.
• Mind the masks. Save the full-face coverage for after hours — HR likes to know who they’re talking to.
• Treat responsibly. Candy is wonderful… until someone eats their weight in gummy worms before a client meeting.
• Respect the “no.” Not everyone loves Halloween — and that’s okay. Opt-in festivities only.

HR’s Haunted Ode to Halloween🕸

By: The Ghost of Policies Past

In the cubicles by moonlight, a whisper drifts through air,
It’s HR’s gentle warning — beware the Costume Scare.

If your cloak drags down the hallway, or your hat blocks out the light,
Remember safety standards — we still have work tonight.

Your vampire cape is dashing, your fangs are truly great,
But skip the “blood” in conference rooms — Facilities can’t relate.

That skeleton in Payroll? He’s not just part of the show,
He’s still chasing last month’s timesheets — and you’re three days slow.

The candy bowls are brimming, with chocolates, chews, and more,
And Carol from Compliance guards the pumpkin by the door.

There’s laughter in Accounting, IT is dressed like the moon,
And Finance turned the copier into a haunted tomb.

If your mask makes folks guess who you are for half the day,
Consider swapping at lunchtime — HR likes to see your face (okay?).

If you’re brewing “mystery punch” in the breakroom’s bubbling pot,
Please label all ingredients — yes, even eye of newt counts a lot.

We love a bit of mischief, a prank or two is fine,
Just don’t replace the creamer with cobwebs or fake slime.

Remember, ghosts are welcome, as are mummies, bats, and bees,
Just leave the controversial costumes where no one else can see.

So, snack, and laugh, and mingle, and carve a gourd or two,
HR’s just here to make sure… no zombies HR you.

Closing Thought:

Halloween is about creativity, community, and maybe a little sugar-fueled chaos — and the best offices find ways to enjoy it while keeping the spooky spirit in balance with good sense.

Diwali, also known as the Festival of Lights, is one of the most widely celebrated festivals in India and among communities around the world. This year, Diwali falls on Tuesday, October 21, marking a time for joy, renewal, and togetherness.

A Bright History and Meaning

Diwali has roots in Hindu, Sikh, Jain, and Buddhist traditions, with each community adding its own cultural and spiritual significance. Common themes across celebrations include:

• The triumph of light over darkness and good over evil.
• The start of a new year in some Indian calendars.
• Family and community gatherings, feasts, and sharing gifts.
• Lighting diyas (oil lamps) and fireworks to symbolize hope and positivity.

It’s a holiday rich with color, light, and meaning—an opportunity to honor tradition while embracing the joy of fresh beginnings.

Fun Facts about Diwali

• Length of celebration: Traditionally, Diwali is a five-day festival, with each day having its own significance.
• Decorations: Homes and workplaces are often adorned with rangoli—intricate floor art made from colored powders, rice, or flowers.
• Sweets galore: Festivities often include mithai (Indian sweets) like laddus, jalebi, and barfi.
• Global reach: From New York to Nairobi, cities across the world light up with Diwali events, markets, and performances.

Workplace Ways to Celebrate and Acknowledge Diwali

For organizations, Diwali offers a chance to celebrate diversity and show support for employees who observe this holiday. Here are some ideas:

1. Create a Festive Atmosphere – Decorate common spaces with string lights, marigold flowers, and rangoli art. A warm, colorful environment is a visual acknowledgment that the holiday is valued.

2. Host a Cultural Lunch or Potluck – Encourage employees to share traditional Diwali dishes (or order from a local Indian restaurant). Include a short explanation of each dish to make it a learning experience.

3. Share Stories and Traditions – Offer a space—virtual or in person—for employees to share what Diwali means to them. This can be part of a staff meeting or a special cultural spotlight session.

4. Be Mindful with Scheduling – If possible, avoid scheduling major meetings or deadlines on October 2 or during the five-day festival. Consider flexible scheduling for employees celebrating with family.

5. Support Community Celebrations – Sponsor or promote local Diwali events. This not only shows cultural awareness but also connects your organization with the community.

The Spark that Lasts Beyond the Festival

Diwali is more than lights and sweets—it’s a reminder to bring optimism, kindness, and collaboration into our daily work. By recognizing it in the workplace, you help create an environment where everyone feels seen and celebrated.

So, on October 21, let’s welcome the sparkle, share the sweets, and keep the spirit of Diwali alive all year long.