So here we are, it’s the last quarter of the year already. Even though it may seem not that long ago we were celebrating a brand new year, we have nearly reached Halloween, with Christmas and another new year to quickly follow. For employees, this is a fantastic time because it means celebrations, Christmas parties, and potentially an opportunity for some extended time off of work. However, employers don’t necessarily share this sentiment and it isn’t hard to see why.
Normally, the last quarter is the busiest time of year for many industries and this means that seasonal employees are required. Not only this, manufacturers, logistics partners, and distribution companies are also affected by the growing demand as the quarter rolls forward. With this in mind, we want to provide some tips on how to make this season easier than ever before.
If you’re looking to directly hire someone for the season, you may regard them as a casual workers. A casual worker is one who is under no contractual obligation to commit to particular working hours, as with the permanently employed workforce, but instead has the option of accepting work that is offered. just to boost the headcount for the busy period.
The extent of employment rights allocated to a casual worker can be hard to establish at a glance, because it can at times be difficult to establish exactly what their working relationship with the employer actually entails. There are a number of different criteria which are used to identify what rights the worker has, but it comes down to whether they count as an employee, a worker or a self-employed individual.
If a casual worker counts as an employee, they will be entitled to the same rights as any other employee of the company. The employment rights of an employee are the strongest out of these three groups, protecting them against unfair dismissal, and, among other things, giving them the right to statutory sick pay, maternity, paternity and adoption pay, maternity and paternity leave, providing protection on a TUPE transfer and giving entitlement to a statutory redundancy payment.
In order to count as an employee, there must be an expectation (whether set out in a contract or agreed in other ways) that the individual is to work personally for the organisation in question, and there must be what is known as ‘mutuality of obligation’. This means that as an employer you are obliged to offer work to your purported casual worker, and they must be under obligation to complete it rather than being able to pick and choose. Legally, being an employee means that any casual worker will have a contract of employment, but since a contract of employment can be hard to define, it is the two requirements above which are used to establish their employee or non-employee status.
When you’re gearing up for the seasonal rush, perhaps the last thing you need is to take your eye away from the day-to-day running of your business to start a very time consuming and sometimes fruitless search for reliable workers. Navigating what can sometimes feel like a minefield of additional legal considerations, completing interviews, taking references, plus the additional burden it will inevitably place on payroll and HR, could all add up to a ‘Nightmare Before Christmas’ you would rather avoid.
Outsourcing this task to a specialist recruitment partner could be the best option for you. There are a number of considerable advantages to be gained.
A staffing provider will have flexible workers who are available immediately, allowing you to organise extra help in a very short space of time. For you, this eliminates any need to advertise, sort through applications and organise interviews. Using tried and tested methods, a responsible agency like EasyRecruitUK.com Limited will take full responsibility for the resourcing, induction and support of this flexible talent; you only need to pick up the phone and call.
Using flexible labour is an extremely cost-efficient way to run your business. Find out how much money your business could save today using our ROI calculator and receive instant feedback.
All responsibility for the workers pay, holidays, disciplinary issues, PAYE and other statutory obligations are managed entirely by the agency.
Not only will outsourcing this responsibility save you time, it will also save you money and ensure that all areas of your business remain focussed on the key objectives at this busy time of the year. Done properly, you will also benefit from the knowledge and skills of a true recruitment partner, who knows your location and understands the key challenges your business and sector faces. They are true specialists at what they do!
We believe that as an organisation we can add real value. By working in partnership with our clients, and working closely with talented and passionate people, good companies can become great.
Arrange a FREE consultation with an EasyRecruitUK management consultant today.