How to Manage Casual Workers in the Leisure Industry

The UK economy has seen a strong interest in temporary employment in recent years. In fact, there were approximately 1.5 million temporary or casual workers in the UK in November 2024, according to the Office of National Statistics (ONS).

Hiring casual workers is a normal practice within the leisure industry. That’s because employers benefit from the flexibility and efficiency that these positions provide. However, whilst casual workers are synonymous with zero-hours workers, it doesn’t mean they aren’t eligible for standard employment rights.

Employers must ensure all casual workers receive all statutory benefits they’re eligible for. Any evidence of neglect could lead to dissatisfied staff, increased turnover, compensation claims, and reputational damage. For further advice, contact one of our expert HR advisors free of charge today. 

Now, let’s look at how employers can manage casual workers within their leisure business.

What are the benefits of casual workers in the leisure industry?

In industries like retail, leisure, and hospitality, employers benefit from having staff schedules that provide flexibility. This format keeps businesses upright during fluctuating economic environments and continual business demands. Let’s take a look at the benefits of having casual workers within the leisure industry:

Full schedules: Employers are able to acquire a full rota, tailored to their every need. This provides them with the flexibility to make changes on demand without having to commit to fixed working hours.

High pay: Casual workers often receive higher pay in comparison to their full or part-time colleagues of equivalent roles. This is because they don’t receive certain statutory employment rights or benefits.

Cost-effective: Employers benefit from reduced labour costs, which help make vast savings during slow trade periods. Leisure businesses don’t have to worry about having to calculate pay for regular hours – helping to make savings in the long run.

What issues do casual workers face in the leisure industry?

Whilst employers may find the positive points attractive, it’s important not to neglect the downsides. Let’s take a look at what issues casual workers face within the leisure industry:

Lack of job security: Whilst many favour the flexibility, casual workers often feel the effects of not having a stable job. This can lead to low morale, poor performance, as well as high turnover rates and job dissatisfaction.

Lack of career growth: Many casual workers face career stagnation within their role. They’re either not considered for staff development opportunities; or lack the experience due to their work status or conditions.

Irregular hours: As part of the job description, casual workers often rely on rotas that map out their weekly hours (and therefore pay). These are usually given out at short notice and are subject to changes. This makes it hard for casual workers to manage their financial stability in their personal realm.

How to manage casual workers in your leisure business

Leisure employers must know what the legal requirements are for managing casual workers. Whilst they may have less statutory rights compared to full-time staff, it doesn’t mean they have none. Let’s take a look at how to manage casual workers within your leisure business:

Clarify holiday times and penalty rates

Casual workers will usually earn a higher hourly rate compared to full/part-time employees in equivalent roles. (This is known as casual loading). Their rate is higher because they don’t qualify for things like statutory sick pay and annual leave entitlements. However, casual workers are entitled to:

• Two days unpaid carer’s leave.
• Two days unpaid bereavement leave per occasion.
• Unpaid community service leave.
• Flexible working requests (after completing 12 months of continuous service).
• Parental leave without pay (after completing 12 months of continuous service).

Employers should acknowledge what penalty rates apply to casual workers. Their pay guides and methods will be different to those under other employment statuses.

Focus on recruitment and retention

Whilst having a flexible workforce helps with filling up rotas, it can be hard to manage labour gaps. Employers and their HR teams should focus on recruitment and retention regarding their casual workers.

As an employer, think about offering performance rewards, career progression, and transitions towards permanent employment. If people view your business as one of growth and success, it’ll attract the right candidates – leaving retention rates to grow independently.

Plan staff training programmes

Before joining, most casual workers will already know what their statutory rights and work entitlements are. This is especially in comparison to their full-time colleagues. That’s why it’s imperative for employers to be forthcoming about what they can offer casual workers.

Offer staff training programmes to casual workers either during onboarding stages or regular working hours. Staff training provides them with the opportunity to develop their skills, knowledge, and experience. Employers benefit from having a well-rounded, talented workforce who’ll reciprocate their respect through performance and loyalty.

Make casual workers feel included

Divisions between your casual workers and full/part-time employees can be quite visible, especially during talks on work conditions. Employers should make casual workers feel included, as an integral part of the business. Ensure they have access to all work-related correspondence, meetings, resources, and support.

It’s also a good idea to include them within social events, career opportunities, and recognition rewards. Treating them with the same respect as you would for a full-time member isn’t just a nice gesture – it’s also your legal duty as an employer.

Show compliance with current and upcoming legislation

The leisure industry is one that’s set to face numerous statutory changes. Most of these will come under the Employment Rights Bill which covers:

Ban on exploitative contracts: This move aims to provide zero-hours contract workers with the right to a contract that reflects their regular hours.

Right to reasonable notice of shifts: This term states employers must provide workers with reasonable notice for any changes before their shifts start. It also includes paying compensation for any cancelled or curtailed shifts before they’re due to begin.

Guaranteed hours contracts (GHC): This change requires employers to offer guaranteed hours contracts to zero-hour or ‘low-hours’ workers after the end of every reference period.

Whilst the Employment Rights Bill hasn’t been passed yet, its arrival is imperative. Meaning, employers must seek advice on how to remain compliant with all current and upcoming legislation affecting their business.

Get expert advice on managing casual workers in the leisure industry with Peninsula

Like many businesses, the leisure industry relies on the work flexibility and conditions of its casual workers. Employers must ensure their statutory rights, responsibilities, and practices are adhered to at all times.

Peninsula offers expert advice on managing casual workers in the leisure industry. Our 24/7 HR advice is available 365 days a year. Want to find out more? Book a free chat with one of our HR consultants. For further information, call 0800 051 3685.

Sources

Labour market overview, UK: December 2024 | ONS