Canadian workers are sending a clear message about year-end rewards — are employers listening?
When planning year-end recognition, many employers default to what they know: a catered party, a toast, a team gathering.
But a new survey suggests that's misguided.
That's because more than four in five full-time employed Canadians would choose a cash bonus over a company holiday party. Only 13 per cent would take the party.
The preference for cash held across generational lines. Among workers aged 18 to 34, 84 per cent chose the bonus. Workers aged 35 to 54 came in at 80 per cent, while those 55 and older sat at 76 per cent, finds the Employment Hero survey.
That consistency reflects a broader expectation that recognition should translate into tangible value.
Holiday time also carries a price. Double pay was the top incentive for giving up a scheduled day off, cited by 47 per cent of respondents. A further 39 per cent said some form of flexibility would do it. Options ranged from extra paid leave to remote work or a substitute day of their choosing.
Twelve per cent ruled out any offer; their time off was non-negotiable, found Employment Hero.
“Holiday parties are a great way to bring teams together, but employers shouldn’t confuse a celebration with recognition,” said Chris Pinkerton, managing director of Employment Hero Canada in Toronto. “A party might build connections, but it doesn’t necessarily make someone feel valued for their work throughout the year.”
Work-life balance over holidays
The Employment Hero survey found that Canadians draw a firm line between genuine emergencies and routine contact on statutory holidays. The survey found 69 per cent would not respond to a routine manager request on a statutory holiday. Christmas Day and New Year’s Day were among those named.
An equal share — 69 per cent — said they would respond if the matter was genuinely urgent.
“Those expectations shouldn’t be set on Christmas morning,” Pinkerton said. “Assigning on-call staff, agreeing on what constitutes an emergency and establishing clear escalation processes in advance helps businesses stay operational while ensuring employees can properly switch off when they’re not needed.”
