With the nights drawing in and the mince pies piling up, our advisors thought we’d spread a little seasonal cheer — legal-style. So, in the spirit of Christmas, we’ve unwrapped one of our favourite festive advice letters from the North Pole postbag. Let’s see what happens when employment law meets reindeer rights…

“Dear Santa Legal Team,

I have a clause for concern – Every year, I work one night – but it’s intense. I guide the sleigh in all weather, across multiple time zones, with no union, no rest breaks, and no visibility allowance. Am I being taken for a ride (literally)? Should I call ACAS?”

– Rudolph, North Pole Airspace

Dear Rudolph,

We sympathise. That shiny nose probably qualifies as a reasonable workplace adjustment under the Equality Act 2010. Without hazard pay, fog bonuses, or even air miles, you’re being rud-olph’d.

Unfortunately, as freelance seasonal aviation support, you’re likely being “sleighed” under gig economy loopholes. Unless you unionise with the elves (or threaten strike action mid-air), Santa can keep jingling all the way without giving you benefits.

Legal Stocking Filler: Employment status matters. If you’re classed as an employee, you get rights. If you’re “self-employed with festive cheer”… you get hay.

So, whether you’re a mistreated elf, a fog-bound reindeer, a morally conflicted Grinch, or just a parent traumatised by all the wrapping paper, remember:

The law never takes annual leave – even Santa needs a legal advisor in his stocking, else he’ll be slowly delivering gifts in a hot air balloon!

Our advisors will be available over the Christmas period to help you with your legal queries. So if your gifts go missing, your contracts look frosty, or you just need some festive legal cheer, we’re here to help.

From all of us (and Rudolph) — merry Christmas, and may your legal stockings be full.