Peninsula Group, HR and Health & Safety Experts
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Peninsula Group, HR and Health & Safety Experts
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From Black Friday sales to Christmas holidays… The retail industry plans their entire trade year around peak seasons. Whilst these periods might be short, some businesses achieve high profit margins here compared to the rest of the year.
To maximise revenue and customer demands, retail employers rely on hiring seasonal workers. Not only do they help meet labour demands, but it can be a cost-efficient and stress-free process for your HR teams.
However, hiring seasonal workers isn’t as straightforward as you’d think. Retail employers must follow all relevant legal duties and practices. One wrong move could lead to facing compensation claims, tribunal hearings, and business disruptions.
For further advice, contact one of our expert HR consultants free of charge today. Now, let’s look at what steps employers need to take when hiring seasonal workers in retail:
For industries like retail, seasonal work is time sensitive. This means employers have a short window for their annual peak trading times. Without proper planning, you could miss the boat and lose out on maximising profits.
It falls to retail employers and their HR teams to start their recruitment method early. This includes publishing job campaigns and adverts as soon as possible. It gives employers plenty of time to find, interview, and train candidates for their roles.
If you leave it too late, you could end up wasting precious time. You don't want to be worried about filling gaps. Now is the time to make the most of your peak trading season.
The next step employers should take is writing a clear and compelling job specification for your seasonal role. It’s important to be transparent with your job details. Aim to include the following:
Relevant keywords: Include words like ‘seasonal’ or ‘temporary’ within your job description. Outline things like job titles, start/end dates, and work hours.
Clarify needs: Clearly state the exact position your business is looking to fill. Outline skills and qualifications necessary to be successful in the role.
Work benefits: List all work benefits offered alongside the job. Bonuses, commission pay, and work perks can help make your advert attractive compared to your market competitors.
Retail positions usually provide national minimum wages, flexible hours, and easy-going work practices. It provides HR teams with a little more clarity on what kind of candidates to look for and where.
Start by turning to retail talent pools specifically designed for seasonal work. Recruitment websites and job boards are a great place to start looking for potential candidates.
Ask your full or part-time workers if they can recommend anyone who’d like to work during this time. Parent employees may be able to recommend their teenage children looking for their first job. Or a friend who’s hoping to make extra money during the holiday season.
In retail, it’s fairly common for people to come and go. That’s why high staff turnover rates have become an ongoing issue for retail employers. Despite that, you should aim to keep good ties with former employees, especially the good ones.
Keep semi-regular communication with them throughout the year. Keep them updated on bonus incentives and work benefits that may convince them to return the following season, or even join permanently.
Whilst reaching out to former colleagues, don’t stop your regular recruitment methods. Be ready to hire new or additional employees. The more prepared you remain beforehand, the smoother your peak trade period will run.
Retail businesses will usually revolve their entire year around peak trading times. Planning ahead allows you to make the most of your busy seasons; which can heavily compensate for slower, quieter trade times.
Start by asking any departing staff if they’d like to return the following year. Some employees manage their work-life balance around seasonal and temporary jobs. Before they go, you should conduct exit interviews with your seasonal staff.
Allow them to share feedback (good and bad) about working within your business and whether they’d choose to return. You can even take this time to offer permanent job contracts to individuals who’ve made an exceptional impression during these crucial times
Before you start showing new seasonal workers around your store, it’s important to know which employment laws and legal regulations apply to them. Some of the most important ones to stay on top of include:
Pay and benefits: Seasonal workers could be paid National Minimum Wages or National Living Wage, etc. Employers can offer contractual pay, but it cannot be less than the national rate.
Working hours: Seasonal staff must not work over 48 hours per week (unless they agree to). They’re entitled to one day off per week or two days off every two weeks.
Breaks at work: Seasonal workers are entitled to a 20-minute break for every six hours they work.
Annual leave: Seasonal workers on fixed-term contracts may be entitled to statutory holidays from their first day of work. Any unused holidays may be compensated the end of their term.
Health & safety compliance: Employers must ensure they provide safe workplace environments and practices for seasonal staff. This includes using safe equipment and focussing on specific risks related to their work.
Discrimination: Employers must comply with the Equality Act 2010, ensuring seasonal staff don’t face discrimination against their protected characteristics.
Identity papers: It’s illegal for employers to withhold identity papers from foreign national workers. This might include things like passports or biometric residence permits (BRP).
Fees: Employers cannot charge seasonal staff fees for finding work. Any additional services given must be optional and not affect their employment status.
Accommodation: Any form of accommodation provided by employers must be safe and suitable for living. This includes having essential facilities and not being overcrowding.
Deductions and itemised pay stub: Employers must ensure payroll deductions are clearly itemised within pay stubs. Any net pay after deductions shouldn’t leave wages lower than the statutory minimum amount (except in certain situations).
From Christmas periods to Cyber-Sale Days – retailors prioritise their trading year around peak seasons. Without the help of their seasonal staff, employers won’t be able to utilise their busy seasons and potential revenue achievements.
Peninsula offers expert advice on hiring seasonal workers in retail. Our 24/7 HR advice is available 365 days a year. We also offer tailor-made retail employment contracts suitable to your business needs.
Want to find out more? Book a free chat with one of our HR consultants. For further information, call 0800 051 3685.
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