Christmas may be the season to be jolly, but it can also be a real headache for the busy HR professional, with issues such as absenteeism and health and safety to contend with, not to mention the pressure on all to keep staff happy and entertained. So to stand you in good stead for the remaining weeks of the year, read our top tips for surviving – and benefiting from – this year's festive season.

1. Tax-free Christmas cheer

Did you know that if you give certain gifts to your employees, you can claim back the tax? HM Revenue and Customs allows employers to give presents such as a turkey, a bottle of wine or a box of chocolates to employees with tax relief. Be careful though. As PricewaterhouseCoopers' Kevin Nicholson says, to qualify for tax relief the full cost has to be below £50 and strictly includes wrapping, bows and postage and packaging. "Otherwise HMRC will override the £50 rule and the business might get a tax hangover in return for its generosity," Nicholson advises.

2. Let Christmas come early

Why not give your employees Christmas Eve off? While you are under no obligation to allow your staff to stay at home on 24 December – it's not a bank holiday – it could be a way of raising morale and boosting motivation. If you can't afford for your staff to be off the whole day, why not let them go home at lunchtime or make the day a dress down/fancy dress/bring in games occasion. After all, good things come in small packages.

3. Christmas bonus

A little something extra in your employees' wage packets can go a long way to boosting motivation during the festive season. Even just a small amount is a good way of making staff feel good about where they work. Not so useful for big corporates – although Northern Rock staff reportedly got a £200 bonus in 2007…. – but such an action from a smaller organisation is a great way of incentivising staff for the year ahead.

4. Lock away the photocopier

It's certainly worth throwing a company Christmas do, as it's a great way of rewarding your staff for all the hard work they've put in over the past 12 months; but unfortunately, year-after-year, employers find themselves in trouble after the festive fall-out. With the alcohol flowing, tongues can start wagging and conversations which seemed harmless on the dancefloor can be seen as much more serious the morning after, with claims of bullying, harassment or even discrimination a possibility. So what should bosses do? Without putting a dampener on the party atmosphere, ensure all employees are aware of the company's standard disciplinary and grievance procedures. If staff are expected to come in the day after the do, make this clear and be careful to ensure all employees are catered for regardless of their age, sex, sexual orientation, religion or disability. In addition, consider providing transportation from the party venue to ensure staff arrive home safely and, as many lawyers advise, use the mistletoe wisely!

5. How much?

Keep an eye on employee expenses at this time of the year. Many workers may be tempted to claim extra in the name of 'Christmas entertaining'. If you suspect it may be a problem, set a limit on how much staff can spend on festive food and drinks with clients and customers. And if employees want to send Christmas presents to individual clients, why not buy lots of the same thing in bulk? A case of wine, for instance, will work out a lot cheaper than individual members buying single bottles.

6. 'Tis the season to be charitable

Goodwill to all men and all that so why not sign your employees up to Payroll Giving? Through the scheme, also known as 'Give As You Earn', staff can regularly contribute money to charity from their gross salary before tax is deducted. It doesn't take much effort to set the scheme up and, as Louise Mitchell of Aberdeen-based Precise Payroll, says: "Employers who have these schemes in place are generating a vital income stream for charities and in turn receive a Payroll Giving Quality Mark. This mark recognises and rewards companies who make Payroll Giving available to their staff and is an acknowledgment of their commitment both to employees and the causes they care about." You could also consider nominating a local charity and collect money from employees and local people; or why not get your staff to donate presents and deliver them to a local children's hospital.

7. A thankyou goes a long way

Have you thought about sending a festive card to your employees to thank them for their hard work over the past year? Given the current concerns about the environment (one billion Christmas cards are thrown away every year) and the stresses and strains with the postal system this year, why not opt for an e-card? Better still, why not send a charity e-card?

8. Security

Any business operating premises that are shut down over the festive period should make sure the building is secured, with all doors and windows locked and alarms switched on. With most people at home enjoying the celebrations with friends and family, the Christmas period is a prime time for criminals to target unstaffed buildings.

9. Have yourself a green Christmas

Why not make this Christmas one where you make green the colour of the season? As well as sending e-cards instead of traditional paper and card versions, think about where your company Christmas tree comes from. If you want to display a real tree, make sure it's British and can be planted outside and re-used next year. You could also recycle it. According to figures from Sustainable Living, of the 6m trees bought last year, only 750,000 were recycled. Check with your local councils whether they provide tree recycling facilities or visit www.recyclenow.com to find your nearest location. And do you really need to buy new decorations to put on the tree? What's wrong with last year's? If you do feel the need to buy more sparkly stuff, go for the Fair Trade versions. Oxfam is one source of ethical decorations.

10. The return

The first day back in the New Year is likely to be a bad day for many. The first day back after the Christmas break is traditionally not an enjoyable one, even for the most motivated of workforces. So what can you do to overcome the January blues? Communicate New Year greetings and set objectives for the year ahead in a welcome back newsletter or email. If staff have worked anti-social or extra hours over the Christmas period, make sure it is recognised with days off or other rewards. Getting everyone involved in the company's strategic planning for the coming 12 months can also be a positive step, so why not take your workers out for lunch and get them talking? Ultimately, bosses should listen to what employees have to say, because taking into account their wants, needs and opinions will help to make the next year a much more successful year.