{"id":21,"date":"2018-11-20T08:08:41","date_gmt":"2018-11-20T08:08:41","guid":{"rendered":"https:\/\/www.sage.com\/en-ie\/blog\/?p=21"},"modified":"2026-01-09T15:13:24","modified_gmt":"2026-01-09T15:13:24","slug":"hiring-seasonal-workers-the-dos-and-donts","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-ie\/blog\/hiring-seasonal-workers-the-dos-and-donts\/","title":{"rendered":"7 things to be aware of when hiring seasonal workers"},"content":{"rendered":"
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\n\t\t\t\t\t\t\tPeople & Leadership<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
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\n\t\t\t\t\t\t7 things to be aware of when hiring seasonal workers\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

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\n\t\t\t\n\t\t\t\t\"Ashley\t\t\t\tAshley Thompson<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n

Christmas is nearly here and that can mean many things for small businesses. But for many SMEs, Christmas can mean a seasonal spike in sales and productivity. While that\u2019s obviously a great way to end the year, it\u2019s important that you have plans put in place to cope with the increased demand.<\/p>\n\n\n\n

One way to cover this peak time is by hiring seasonal workers, on a short-term, temporary basis. However, you need to make sure you do it right.<\/p>\n\n\n\n

To help, here are our dos and don\u2019ts of hiring seasonal workers. Consider it an early Christmas present from us to you.<\/p>\n\n\n\n

Four things you need to do when hiring seasonal workers<\/strong><\/h2>\n\n\n\n

1. Realise you’re offering the same statutory rights<\/strong><\/h3>\n\n\n\n

Remember that if you employ seasonal or casual workers under a contract of employment, they are employees, and enjoy the same statutory rights as your other employees.<\/p>\n\n\n\n

2. Supply a contract of employment<\/strong><\/h3>\n\n\n\n

Provide your casual workers with a contract of employment in the first two months of their employment.<\/mark><\/p>\n\n\n\n

3. Offer a clear contract<\/strong><\/h3>\n\n\n\n

Make sure the contract is clear, that it is for a specified purpose and that once complete the contract will end. Ensure it is clear that the Unfair Dismissals Acts, 1977-2015 will not apply where the only reason for terminating the contract is the expiry of the specified purpose.<\/p>\n\n\n\n

4. Make sure a contract is in place<\/strong><\/h3>\n\n\n\n

Remember that if there is no contract in place, their status may not be clear, and in the event of a dispute, it will be for the courts to decide whether they are classed as employed or self-employed.<\/p>\n\n\n\n

Three things you shouldn’t do when hiring seasonal workers<\/strong><\/h2>\n\n\n\n

1. Forget staff can claim continuous employment if working intermittently<\/strong><\/h3>\n\n\n\n

If someone works on an irregular basis but over a period of time, they may be able to claim continuous employment, under an implied contract of employment or a contract that has lapsed with no communication to the employee.<\/p>\n\n\n\n

This means the employee has an expectation that work will be provided and they are effectively a permanent employee.<\/p>\n\n\n\n

2. Forget you can offer a fixed-term contract<\/strong><\/h3>\n\n\n\n

Don’t overlook the fact that if you wish to employ casual workers at certain times of the year, you can offer a fixed-term\/specified purpose contract, which confirms a fixed, limited period of employment.<\/p>\n\n\n\n

Employed casual workers are protected by the Protection of Employees (Fixed Term Work) Act 2003, which requires that employees on fixed-term contracts are treated no less favourably than similar employees on indefinite contracts.<\/p>\n\n\n\n

3. Forget to confirm a contract has ended<\/strong><\/h3>\n\n\n\n

It’s important that you let an employee know when their contract has come to a conclusion.<\/mark><\/p>\n\n\n\n

Final thoughts on hiring seasonal workers<\/strong><\/h2>\n\n\n\n

They key to any kind of employment, including seasonal workers, is to clearly define the terms and conditions in a written contract of employment.<\/p>\n\n\n\n

In doing that, you\u2019ll reduce the risk of any kind of dispute, meaning you and your employees, whether temporary or permanent, can enjoy a productive Christmas season.<\/p>\n\n\n\n

Editor\u2019s note: This post was originally published in October 2012 and has been updated for accuracy and relevance.<\/em><\/p>\n\n\n

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