A Guide to Hiring and Managing Seasonal Staff
Seasonal staff can be a game-changer for small businesses during peak periods — whether it's summer holidays, festive surges, or one-off events. From retail shops and cafés to event organisers, having extra hands at the right time helps maintain service levels and reduce pressure on your core team.
But bringing in temporary staff is more than just putting up a “help wanted” sign. You need to recruit the right people, stay legally compliant, and manage them effectively — all without disrupting your day-to-day operations.
This guide covers everything you need to know: how to hire seasonal employees, what to consider when bringing them on board, how to manage them well, and your responsibilities as an employer. Done right, seasonal staffing brings flexibility, cost control, and continuity when you need it most.
When to Hire Seasonal or Temporary Staff
Not all businesses operate at the same intensity year-round. If demand rises during certain times — like holidays, school breaks, or event seasons — seasonal hires can help you scale quickly without long-term commitment.
You might need extra help:
- During summer or festive periods
- When permanent staff are on leave
- To meet spikes in customer demand
- For events or short-term projects
Temporary staff are commonly used in retail, hospitality, events, and tourism — but they’re just as valuable in admin, warehouse roles, and customer service.
Some employers also use temporary contracts as a trial period before offering permanent roles. Either way, early planning is key. Don’t wait until you’re overwhelmed — recruit in advance to secure the best talent and onboard them properly.
Where (and How) to Find the Right People
Once you’ve decided to hire, the next step is finding suitable candidates. There are several ways to source seasonal staff, depending on your needs.
- Ask your network: Your team might know someone looking for short-term work
- Use job boards: Sites like ours, Jobs South West and others like Indeed, CV-Library & Total Jobs offer broad reach. For niche roles, try industry-specific platforms
- Social media: There's loads of job groups on Facebook to use
- Temp agencies: Great for urgent or specialised roles, though they come with higher fees and less control over who is sent your way
- Student job boards: Universities and colleges often have some very eager candidates, especially for summer and part-time work
- Local resources: Recruitment fairs, like ours at Job Fairs South West or job centres can help if you're hiring at scale
When advertising, be clear about the offer:
- Their role and responsibilities
- The contract length and working hours
- Whether the role is full-time, part-time, or flexible
Setting expectations early saves time and can easily prevent misunderstandings later.
Your Legal Responsibilities as an Employer
Even if someone’s with you for just a few weeks, they still have rights — and you have responsibilities!
Key obligations include:
- Paying at least the National Minimum Wage, based on their age
- Providing payslips and paying wages on time
- Holiday pay: Accrues from day one; don't forget irregular hours too!
- Statutory entitlements where eligible:
- Sick pay
- Parental leave
- Rest breaks and working hour limits (typically capped at 48 hours unless opted out)
- Equal access to staff facilities like kitchens or rest areas
Also note:
- Workers on contracts over one month must receive a written statement outlining pay, hours, holiday, and notice period
- Eligible staff must be auto-enrolled into a pension scheme
Staying compliant helps you build trust and avoid legal pitfalls.
How to Manage Seasonal Staff Effectively
Hiring seasonal staff is only half the equation. To get the most from them, invest in their onboarding and integration.
Set them up for success:
- Provide a proper induction: Cover health and safety, customer service standards, systems, and workplace norms
- Assign a point of contact: Someone they can turn to for support or questions
- Communicate clearly and often: Regular check-ins and early feedback go a long way
- Include them in the team: Whether it’s a team lunch or a WhatsApp group, small gestures create a sense of belonging
- Manage exits well: Whether extending or ending a contract, be clear and professional. A good experience can lead to return hires or referrals
Pros and Pitfalls of Seasonal Hiring
The Benefits:
- Flexibility: Match staffing levels to demand
- Speed: Fill roles faster than hiring permanent staff
- Cost control: Only pay for labour when it’s needed
- Fresh perspective: New people often bring energy and ideas
Potential Challenges:
- Training takes time: Even experienced staff need to learn your systems
- Team dynamics: Poor integration can cause friction
- Service disruption: High turnover can hurt consistency if handovers aren’t handled well
- Compliance risks: Misunderstanding legal obligations can lead to fines or disputes.
Final Thoughts
Seasonal staff aren’t just gap-fillers — they’re an essential part of your business during busy times. With the right preparation and mindset, they can boost your operations, keep customers happy, and support your long-term goals.
Plan ahead, be clear and compliant, and treat your temporary hires with the same respect as your permanent team. Done right, seasonal staffing isn’t just a necessity — it’s a strategic advantage.