Seasonal workers are in demand especially in summer, when the demand for seasonal work increases. Since this work is temporary, both employers and candidates are looking for the most advantageous forms of employment for them. The definition of seasonal work is not regulated by law, so there is no form of employment intended only for seasonal workers. So what form of employment should you choose?
What is seasonal work?
Seasonal work is not specified in the provisions of the labour law. However, it is considered to be a type of employment that depends on the seasons of the year, and its nature is related to a specific season, weather conditions and other properties of a given season. The industries in which seasonal workers are most often employed are, m.in, agriculture, gardening, tourism, gastronomy, fruit and vegetable picking, and the construction industry.
What are the forms of seasonal work?
An employer who wants to hire a seasonal worker has several options to choose from. Not all of them are equally beneficial for him, so before concluding a contract, it is worth familiarizing yourself with the available forms of employment. Hiring for seasonal work does not differ much from the standard course of employment of an ordinary employee. What are the forms of seasonal work?
- Fixed-term employment contract – this type of contract can be encountered when hiring for a trial period. Seasonal workers are hired for a fixed period of time, i.e. their contract will be terminated on a fixed date. However, the employer must not forget that if the parties have already concluded a fixed-term contract three times, the fourth contract must be concluded for an indefinite period. This situation also occurs when the duration of the employment relationship resulting from fixed-term contracts is more than 33 months. In such a case, the employment contract is automatically classified as a contract for an indefinite period of time. An employee under an employment contract is entitled to holiday leave or sick leave. This form of employment also entails a large number of formal obligations for the employer, m.in. keeping personal files, the need to familiarize the employee with work and remuneration regulations, keeping records of working time, etc. If the employer wants to terminate the employment contract before the deadline, he must give the employee a notice of termination and wait for it to expire.
- Temporary work – hiring an employee through a temporary employment agency is becoming more and more popular. Seasonal workers are employed by an agency that has a contract with a given company. What are the advantages of this solution? First of all, minimizing formal obligations related to, for example, HR and payroll, personal data protection, searching for candidates, drawing up contracts or paying contributions. Agencies have constantly updated databases of employees, so using their services can be a great convenience and relieves the employer.
- Civil law contract – seasonal workers can be employed on the basis of civil law contracts, which are an alternative to fixed-term employment contracts. What are these types of contracts? Contract of mandate or contract for specific work. Both are characterized by the lack of the need to determine a strictly defined working time, place of employment or additional benefits, such as holidays. This type of contract can also be concluded with people who are under 18 years of age. Underage seasonal workers may only perform light work that does not pose a threat to their life and health. They are also not allowed to work overtime or at night.
Employment through a temporary employment agency
This form of employment is often associated with overwork and poor pay. Therefore, both employers and job candidates should remember to use the services of reputable companies that will familiarize themselves with the needs of each party before taking action and thus will be able to meet the expectations of even the most demanding. What does a temporary employment agency give to employees?
- Job advertisements – access to a large number of job offers, not only in professions that do not require high qualifications, such as call centers or warehouses, but also offers for IT, marketing or HR specialists.
- Legality of employment – employment through a temporary employment agency guarantees legal employment both abroad and in the country. This is especially important if you want to have a regular salary and insurance. By working “illegally”, not only is the law violated, but the employee also exposes himself to the risk of not receiving a salary or the necessary benefits in the event of an accident at work or other emergency situations.
- Additional work – seasonal work is a good solution, e.g. for students who are looking for an additional cash injection, but also do not want to devote all their free time to work. Working through an agency allows them to be employed with flexible working hours.
Regardless of the form of employment, before starting work, it is worth familiarizing yourself with all the pros and cons of each of the available options.