As the days grow shorter and the festive season approaches, managers are gearing up to hire and train temporary staff.
Whether you're managing a retail store that thrives at Christmas or a hospitality business that flourishes in the summer months, seasonal employees are key to keeping everything running smoothly. In fact, as of July 2024, there are an estimated 1.5 million temporary workers in the UK.
In this article, we’ll take a look at what seasonal employment is, the rights of seasonal workers in the UK and how to create a leave policy that supports these invaluable team members.
What is seasonal employment?
Seasonal employment refers to jobs that are available only at certain times of the year. These positions are typically filled by workers looking to boost their income or gain some experience without diving into a permanent role.
You’ll find these roles in various industries, like tourism, agriculture, retail, and hospitality. As businesses prepare for peak seasons, the demand for seasonal workers in the UK increases. That’s why it’s important for employers to consider how these positions fit into their overall workforce management strategy.
The benefits of seasonal employment
Bringing seasonal workers to your business offers loads of benefits:
- Flexibility: Seasonal workers let you adjust your team size to meet demand without the commitment of hiring full-time staff. This flexibility can mean big savings!
- Increased productivity: With the right number of staff on hand during peak periods, businesses can boost customer service and improve operational efficiency.
- Access to a broader talent pool: Seasonal employment attracts a variety of people, including students, retirees, and those looking for part-time work.
- Opportunities for full-time hiring: Think of seasonal employment as a trial period for potential full-time hires. Employers can assess the skills and cultural fit of seasonal workers before making any permanent offers.
- Enhanced employee morale: Offering seasonal work can help meet the needs of workers who prefer them, leading to happier, more satisfied team members.
Are seasonal employees in the UK entitled to the same rights as full-time workers?
You might think seasonal workers in the UK miss out on the same rights as full-time employees, but that’s not true! Under UK law, seasonal workers have the right to fair treatment, which includes:
National minimum wage: Seasonal employees must be paid at least the national minimum wage, so they get fair pay for their hard work.
Holiday entitlement: Seasonal workers are entitled to annual leave, which accrues based on the time they work. For example, workers earn 5.6 weeks of paid holiday for every year worked.
Sick pay: Seasonal employees may also qualify for Statutory Sick Pay (SSP) if they meet the criteria.
Protection against discrimination: Just like full-time workers, seasonal employees are protected from discrimination based on race, sex, disability, or age, under the Employment Equality Acts 1998 – 2021.
How to implement seasonal employment into your leave policy
Successfully integrating seasonal employment into your leave policy takes a bit of planning, to make sure everything runs smoothly. But don’t worry! Here’s a step-by-step guide to help you through the process:
- Review your current leave policy: Start by taking a look at your existing leave policy to see how it can fit in seasonal employees. Make sure that it aligns with UK labour laws regarding holiday entitlement and sick leave.
- Define seasonal employment terms: Clearly outline exactly what seasonal employment means within your organisation. Specify the expected duration of seasonal roles (e.g., three months, six months,) and responsibilities.
- Communicate expectations: Be transparent with seasonal workers about their rights and responsibilities regarding leave. Let them know how holiday pay is calculated and the process for requesting time off.
- Train your managers: Make sure your managers are equipped with the knowledge and tools they need to handle leave requests from seasonal workers effectively. Training should cover the specifics of your leave policy, as well as how to create a positive and supportive environment for all employees.
- Monitor and adjust: Keep an eye on how your leave policy is working with seasonal employment. Gather feedback from seasonal workers and managers to identify areas for improvement and keep your policy relevant.
Final thoughts
Integrating seasonal employment into your leave policy isn’t just about ticking boxes; it’s about creating a more inclusive and flexible workplace that meets the needs of both the business and its employees. So, take the time to create a policy which genuinely values your seasonal workers. When they feel appreciated, it can do wonders for your business!
Need a hand? We’ve got you covered! Download our FREE Timetastic time-off policy templates which are ready for you to customise to fit your organisation’s unique needs: