At this time of year, especially in retail, hospitality and delivery services, it’s less ‘Deck the Halls’ and more ‘All Hands on Deck’.
It’s the time of year when a lot of organisations take on extra temporary staff to meet the demands of Christmas, but despite the increased pressure, employers must pay extra attention to their employment procedures.
Here are our Top Tips on how to minimise risk and avoid the pitfalls of employing seasonal workers.
Use your Recruitment Process
Treat seasonal employees the same as any other – conduct interviews, take up references and do background checks if necessary. Also, make sure they are issued with a staff handbook and briefed on all company policies related to their role.
Put it in Writing
Ensure your employment contracts are appropriate for seasonal workers. Don’t just assume that you can use the same as those for full-time employees – you could be leaving yourself open to unexpected obligations and responsibilities.
For some seasonal workers, there will always be the hope of being kept on after the festive season. All managers and senior staff should be briefed against saying anything that could imply or be interpreted as an opportunity of longer employment.
Managers should keep a look out for any tension between seasonal and full time staff. Ensure that everyone is treated fairly, equally and according to company policy to avoid any allegations of favouritism of preferential treatment. Spats and discord can cause unnecessary distraction and stress.
Make sure your company has a way of monitoring attendance and performance of seasonal workers and a clear procedure should any individual fall short. Also ensure that all Health & Safety procedures are explained and adhered to by seasonal workers.
Should you need any further assistance Verisona Law's Employment team are on hand to review contracts or advise on any issues regarding seasonal workers. Get in touch today by emailing email@example.com or call us on 02392 98 1000.
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"Over the years, I have developed a great trust in my working relationship with Mike Dyer, Head of Commercial Law at Verisona. One of the things I value most is that he is always at the end of a phone. On the rare occasions he is unavailable, his secretary is always well informed and very helpful. Through Mike, I have met many other members of Verisona and, just like in the recruitment industry, they understand the importance of being treated like an individual. They make me feel valued and important to both them and their business. At Verisona, you always deal with real people who you know and are in a position to help. Most importantly, Verisona delivers. We recently had an urgent situation regarding the restrictive covenants of new members of staff. Employment specialist Susan Ball came in on a day off to listen to us, dissect and analyse the situation, and translate what we wanted to achieve into the best possible legal language and solution. This is just one example of the calm, efficient professionalism I have come to value from Verisona over the years. Verisona has a refreshing approach to the law. They are there when we need them, always easy to talk to, go out of their way to make sure that we understand what they are doing for us and why, and always get the best results".
Legally enforcing the tribunal award
To enforce the Tribunal award we applied to the Defendant’s local County Court for it to be registered and for permission to enforce the award.
The Court granted the application and on the Register of Judgments, Orders and Fines. As a result the Tribunal award would appear as a County Court Judgment which would likely affect the Defendant’s credit rating.
Time limits for enforcing Tribunal awards
It is worth noting that there is no time restriction for registering or enforcing a Tribunal award. You can enforce one even if it is several years old. In addition, it is usually possible to claim interest on the amount until you receive payment.
A commercial business
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Former employee of professional football club
Sue was easy to deal with and offered all options available. Jane was in contact beforehand to tell me what information was needed and Sue was prepared for our meeting. I cannot praise Sue and Jane enough and would have absolutely no hesitation in reommending Sue and her team.