Workhuman survey finds year-end bonus expectations among two-thirds of Irish employees

Two-thirds of respondents to a Workhuman survey of full-time employees in Ireland expected a year-end bonus in 2024. Released on December 5, the research also found that 51% expected gifts from colleagues and 50% expected gifts from managers. These were expectations, rather than a record of payments or gifts received. [S01]

Three expectations, not three exclusive groups

Source: [S01] Workhuman Human Workplace Index

Workhuman-commissioned Pollfish survey of 1,000 full-time employees in Ireland, August-November 2024. Categories may overlap and do not sum to 100%. Expectations are not actual receipt.

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Expected workplace bonuses and gifts, Ireland 2024 (%)
Category	Respondents
Year-end bonus	67%
Gift from colleagues	51%
Gift from manager	50%

Workhuman commissioned Pollfish to survey 1,000 full-time employees in Ireland between August and November 2024. The release does not provide detailed weighting or recruitment information, limiting how precisely the results can be generalised beyond the surveyed group. [S01]

Recognition sits alongside seasonal financial pressure

Financial demands associated with the holidays were a source of stress for 58% of respondents. Separately, 82% agreed that using recognition-programme points to buy gifts could ease holiday spending pressure. Workhuman presented that finding as an argument for recognition programmes. [S01]

Agreement with a possible benefit does not show that respondents actually redeemed points, received enough value to change their finances or experienced reduced stress afterwards. Those questions would require transaction records or a separate evaluation. The survey is useful as a snapshot of attitudes before the holidays, with clear limits on the outcomes it can establish.

What this means for reward communication

For employers, an expected bonus and an occasional recognition gift carry different meanings. Clear communication about eligibility, timing and reward choice helps employees understand what has been promised. A company should also distinguish discretionary appreciation from contractual pay when explaining its programme.

The gift card industry’s role is practical: a reward must be accessible and useful when someone wants to spend it. Catalogue choice and a straightforward redemption journey matter to that experience. This research describes why employees may value a benefit, while leaving its actual delivery and impact to be measured separately.