The Worst Assumption People Make About Single Colleagues During The Holidays
Holiday scheduling typically exposes workplace biases that stay hidden the rest of the year. Single employees regularly discover that their time gets treated as more flexible and less valuable. This assumption usually grows from habit and convenience.
Managers may think they are being practical, but these choices shape morale, trust, and fairness. After all, being solo does not erase family ties, emotional needs, or personal traditions.
They Don’t Need Time Off as Much as Others
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Many managers think that unpartnered employees don’t care as much about holidays. The logic is both simple and flawed at the same time. No spouse or children translates into no meaningful plans. Solo workers tend to get assigned shifts without any prior discussion.
They Don’t Have Families Who Need Them
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People have shared how employers tend to brush off their personal relationships as if they barely count. Various workers said their connections to parents, siblings, and chosen family were treated as secondary or invisible. One woman even admitted she once downplayed her own family when volunteering for holiday shifts because she believed their time mattered less.
They Live for Work and Have No Other Commitments
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Social scientist Bella DePaulo describes this pattern as singlism. The term refers to stereotyping and discrimination against single people. Research shows that workplaces assume such employees live for work and lack outside commitments. That belief has persisted for decades, and it affects scheduling, promotions, and expectations around flexibility.
They Offered Once, So They’re Always Willing
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It helps to set boundaries early, even if you are trying to be helpful. Saying yes to every holiday shift can create a pattern that may be hard for you to break. A couple of workers said they volunteered early in their careers to seem dependable, only to realize that their managers began to expect it. Over time, declining felt risky and uncomfortable.
They Won’t Miss Much If They Skip the Holidays
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One employee described how her family stopped inviting her to gatherings because she was never available. Even a romantic relationship suffered because work always came first. These consequences didn’t come from personal choice. Instead, they came from workplace assumptions about availability.
They Don’t Rely on Their Jobs Like Parents Do
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During layoffs, single employees sometimes face judgment about their reasons for working. Coworkers may assume they need their jobs less. One woman recalled hearing comments about having fewer mouths to feed. However, at the time, she had no backup income and no safety net, and she was also caring for a dying parent.
They Should Be Fine with Last-Pick Scheduling
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Several experts argue that fairness needs a system. This is because seniority-based scheduling may favor married employees with children. On the other hand, a rotating schedule spreads responsibility more evenly. Some organizations even use point systems that account for previous holidays worked, while others allow volunteers to work first and then rotate through the remaining shifts.
They Don’t Need Recognition for Working Holidays
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Working holidays can be different when employers acknowledge the sacrifice. Extra pay, future time-off priority, or simple recognition can boost morale. These gestures show respect for employees’ time. They also reduce the feeling of being taken for granted. And although recognition does not eliminate deeper biases, it helps workers feel seen instead of overlooked during demanding periods.
They Shouldn’t Mind If Others Get Priority
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You can avoid feeling overlooked by putting in holiday requests early and framing them with clarity. According to an employee, this change altered how her time off was perceived. She didn’t over-explain or apologize, but simply stated her plans and needs. Those without partners hesitate to ask for time off because they fear they’ll seem less deserving than coworkers with kids.