The practice of contributing to office gift collections—often for events like birthdays, weddings, or departures—has become a topic of discussion among employees, with many weighing personal relationships and financial situations before deciding how much to give. Some choose to give only to those they work closely with, while others consider whether they personally like the recipient. For instance, a senior therapist in healthcare said they would skip a gift if they didn’t have a direct working relationship or if they disliked the colleague. Similarly, a former music journalist mentioned contributing only if they "really liked" the person, often avoiding such collections due to their impersonal nature. The amount given to these collections varies, with an average contribution of £11.65 in the first three months of the year, according to data from over 5,000 contributions analyzed by a website called GiftRound. Some employees, particularly those early in their careers, face challenges. One former employee, who was still a teenager, was asked to contribute to a retirement gift for a mechanic but had no money to give. They ended up giving spare change, which was noticed and laughed at by others, highlighting the potential for awkwardness or embarrassment in such situations. Office politics also play a role in these gift exchanges. Some reports suggest that lower-level employees tend to contribute more frequently than senior staff. A former senior civil service worker explained that the pressure to give felt overwhelming, especially when managing a large team. He eventually decided to give gifts only to colleagues he had direct contact with. However, this approach has become more complicated as gift collections have moved online, with donation amounts often visible in group chats, increasing the social pressure to contribute. Deciding whether to remind colleagues who haven’t contributed is another area of debate. Some suggest sending targeted emails to those who haven’t given, while others prefer a single reminder to keep the team atmosphere positive. Thomas Roubert, a professor of organisational psychology and leadership at Oxford University, recommends focusing on direct colleagues and close relationships, avoiding repeated reminders, and considering alternatives like cards instead of cash to reduce pressure and maintain harmony in the workplace.