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Don’t forget seasonal workers to fill vacancies

Alan Price, CEO - BrightHR

As the days get longer and the weather improves, many industries, particularly those in tourism and hospitality, will be set to welcome more customers and increase their opening hours.

As a result, they could be taking on more staff.

Using seasonal workers can be a huge benefit for many employers. Depending on how they are engaged, they can provide ad-hoc or consistent support to manage the increased workloads and staff shortages summertime can bring.

But for those companies that are looking to recruit seasonal staff this summer, it is vital to be aware of their rights, and to choose the right type of contract that will benefit employers and workers alike.

Alan Price, CEO at BrightHR, explains:“Employers looking for a ‘quick fix’ may want to consider building a bank of casual staff, to be contacted as and when there is work.

“These workers have limited rights: they get national minimum wage or national living wage, breaks, and holidays, but are not full employees.

“The benefits of using casual staff are that there is no obligation to offer work, nor is there any obligation for the worker to accept it when offered. The use of casual workers is popular in hospitality businesses that may see a number of surges throughout the season. It can, however, result in issues with reliability

“Where more consistency is needed, such as an attraction that is only open during summer, a fixed-term contract may be better. This obliges the employee to work for the duration of the contract and will give them full employment rights such as notice and time off, as well as the rights afforded to workers.

“Employers in horticulture looking to source staff from a little further might want to apply to become a sponsor for migrants coming to work under a Seasonal Worker visa, allowing them to bring staff in for up to 6 months and have them work in fruit, vegetables, and flower picking. This is great where there is a local shortage of willing staff to complete these tasks, and as employees they will be given UK employment law rights.”

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