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Comment 39 - Operational Employees, Christmas, and Turnover: The Challenge That Repeats Every Year

  • Manuel Gonzalez
  • Dec 19, 2025
  • 3 min read

December continues to be, year after year, one of the most challenging months for companies in Mexico, especially for those with a high proportion of operational staff. Although the calendar changes and economic conditions evolve, certain patterns repeat themselves with almost surgical precision: operational pressure, team fatigue… and a natural spike in turnover.


The question is not whether it will happen, but how prepared we are to manage it better in 2025.

 

Christmas Bonus: Not Just a Legal Obligation, but a Decision Trigger


The Christmas bonus (aguinaldo), regulated by Article 87 of the Federal Labor Law, remains one of the most sensitive moments of the year.For companies, it represents a direct impact on cash flow; for operational employees, it is often the only extraordinary income they receive all year.


What we have consistently observed in recent years—and 2025 is no exception—is that part of operational turnover is “artificially contained” until after the Christmas bonus is paid. Employees who had already decided to leave simply wait for that moment to close the cycle.


Key message for Executive Management: If you see a significant number of operational exits in January, the decision was most likely made months earlier.

 

Holidays, Special Leave, and Absenteeism: The Breeding Ground for Turnover


December concentrates a complex combination of factors:

  • Official holidays (December 25 and January 1).

  • Cultural and religious celebrations (December 12, posadas, family travel).

  • Requests for special leave and vacations.


In operational roles—where a single absence directly affects production or service levels—these dynamics often create internal tension: overload for those who remain, friction with supervisors, and, in some cases, impulsive decisions to abandon the job.


This is where many companies confuse the symptom with the root cause. Absenteeism alone does not create turnover; poor planning and inflexible management do.

 

Operational Turnover in December: What Is Really Happening in 2025


At InterHuman, we continue to see very clear patterns:

  • A significant portion of operational employees are from other cities or states.

  • December is often the only viable time to return to their place of origin.

  • Certain industries increase temporary hiring with higher-than-average wages.

  • Other employees use year-end as an opportunity to “reset” their working life.


The result is: natural turnover, yes,but also avoidable turnover, when employees feel there is no empathy, communication, or alternatives.

 

What Can Companies Do Differently This Year?


This is not about “enduring” December—it is about managing it strategically:

  • Anticipate turnover scenarios, instead of reacting once it has already happened.

  • Design temporary operational coverage schemes.

  • Communicate leave policies and expectations clearly.

  • Accept that some turnover is part of the cycle—but not all of it is inevitable.


Every operational exit carries hidden costs: recruitment, training, learning curves, and the impact on the remaining team.

 

Final Reflection


December is not the enemy. Turnover is not automatically a failure. The real risk lies in normalizing annual operational wear and tear without doing anything differently.

Companies that understand the behavior of operational staff during this season and act with planning, flexibility, and structure do not just survive December—they enter January with more stable and committed teams.


At InterHuman, we have spent over 38 years supporting companies through these cycles. Experience has taught us one very clear lesson: Turnover must be managed before it happens, not after.


Manuel Gonzalez

 






 
 
 

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