Employing Seasonal Workers – The Dos and Don’ts

Tis the season……to employ seasonal workers.

Morrisons recently announced they will be hiring 3,000 drivers ahead of the holiday season. Meanwhile Sainsbury’s are due to hire 20,000 seasonal workers in the lead up to Christmas.

Having a seasonal workforce, or colleagues on temporary contracts, is a benefit that many employers can overlook. The main issue is that many employers do not have an effective process in place for meeting the administration requirements associated with seasonal staff, such as contract management, shift-scheduling, and communication.

To address this, businesses need to take some crucial steps.

Don’t Treat Seasonal Workers Differently from Comparable Full Time Employees

The Protection of Employees Act 2003 states that temporary workers should be treated the same as permanent employees working in comparable roles.

If you do want to offer different terms, you need a justifiable reason. That reason cannot have anything to do with the fact the employee is temporary.

Seasonal workers should be paid the same as permanent employees who carry out the same work. The same applies to rights such as annual leave and family friendly leave.

Seasonal workers are also protected by employment equality legislation which has no minimum service requirement.

Make Sure the Correct Contract/Agreement is Issued and Legally Compliant

Having a contract is a legal requirement, even for seasonal employment. Providing a clear contract not only ensures compliance with seasonal employment laws but also sets clear expectations, safeguarding both the employer and the employee.

The employment contract should detail the following:

• Job role.

• Duration.

• Wage rate.

• Any relevant provisions for termination.

It is a legal obligation to provide a written contract on or before day one of employment.

As an employer, you may end the employment before the stipulated date in the contract, however, the contract must also define the conditions for this.

Even For Seasonal Roles, Don’t Neglect Background Checks

While seasonal workers may only be part of your team for a short duration, it is crucial that companies do not overlook the importance of conducting thorough background checks before employment.

Seasonal workers often have varied levels of experience and skill sets. Conducting background checks helps verify their qualifications and previous work history, which is vital in reducing the risk of accidents.

During busy seasons, seasonal workers interact with a large number of customers. Background checks, such as criminal records checks, are essential to ensure that these workers do not pose a risk to others.

It is legally mandatory to conduct right to work checks in the UK, ensuring that all workers are legally allowed to work. Seasonal roles often attract a high volume of applicants, including those from abroad, making it imperative to verify each individual’s work eligibility to comply with employment laws.

Don’t Expect Seasonal Workers to Know How Your Business Operates

Ensure that a streamlined onboarding process is in place, to support seasonal workers during the holiday period, and to encourage seasonal workers to see their work as a possible long-term arrangement

Onboarding processes should be task-focused instead of role-focused, to allow seasonal staff to start adding value immediately.

How Hallidays HR can help

If you would like to discuss any of the above in more detail, then please do not hesitate to contact us on 0161 476 8276 or email. And of course, visit the website: Hallidays HR Website and our LinkedIn page: Hallidays HR LinkedIn