Business Tips To Prepare and Manage Seasonal Workers
Whether it’s the Christmas retail trade, summer hospitality work, or farming during the harvest season, the benefits of seasonal workers are incredibly apparent.
Seasonal workers - who traditionally operate only at ‘high’ times for businesses - reduce the need for large workforces all year round and favor employment only when demand is greatest.
For employers, this can help to keep labour costs down while for workers, it can provide freedom and flexibility which may appeal to younger people and migrant workers.
Despite this, seasonal workers shortages of up to 75% have been reported in some parts of the UK, with fears growing earlier in the year over not having the staffing levels required to complete harvests.
For decades, UK farmers have relied on migrant workers. A visa scheme for migrant farm workers was in place between 1945 and 2014, with farmers depending on workers from abroad – such as foreign students – to fill these seasonal roles.
Clearly some aspects of UK immigration law have now fallen short. What is this, and how can businesses hire and utilise seasonal workers with success?
A Seasonal Worker Shortage?
It was reported earlier this year that £60m of food was going to waste despite the cost of living crisis. This led many to call for a relaxation in post-Brexit immigration laws to plug labour gaps.
Since Brexit, many British farms have reported struggling to fill vacancies with laws restricting the freedom of movement previously enjoyed between EU States. At present, there’s a 40,000 seasonal worker capacity yet the farming sector claims it needs up to 70,000.
This is also compounded by Russia’s invasion of Ukraine, with 20,000 Ukrainians making up two thirds of seasonal farm workers in the UK.
While expansion of seasonal worker schemes is certainly required, these are ripe for exploitation with some prospective South East Asian migrants reportedly paying up to £2,500 for working visas on British farms.
In light of this, here are our tips for preparing and managing seasonal workers effectively.
The Hiring Process
Starting early in the recruitment process will give you greater flexibility when hiring in what can be an ultra-competitive process. This means you’ll be able to employ the best candidates who can add the most value instead of a frenzied hiring rush where employees fall short of your expectations. Appointing a recruitment company could help with this, as they’ll be able to vet candidates effectively and make savvy employment offers based on qualifications, requisite work experience and personal character.
Contractual Obligations
Whether recruiting permanent or temporary employees, you should have a contract in place. In contrast to permanent contracts, which will likely be ongoing, contracts for seasonal workers will be fixed term and should stipulate the days you expect employment to begin and end. You can’t terminate this contract before the end date unless it contains a specific clause. Contracts should state any particulars such as salary, working hours, and benefits as seasonal workers are entitled to the same working conditions as their permanent counterparts.
Treat Seasonal Workers the Same
For a healthy, happy workforce, it is essential to retain parity between permanent and temporary employees. Seasonal workers should be managed with respect and receive the same perks, and they shouldn’t be forced into unpopular or unwanted shift patterns. This will prevent factions from emerging in your workforce between permanent and ‘temps’ and will reduce discord and discontent. The key is to make seasonal workers feel as valued as possible -you may require their services again, and a respectful employer will be more valued in the jobs market.
Training Day
Prepare for the arrival of your seasonal workers with a dedicated training plan in place and tailored to the needs of your short-term workforce. This will enable workers to hit the ground running as, naturally temps will need more understanding of your working practices and company culture. The possibility of mistakes is also greater. Formal orientation should be offered in addition to comprehensive training on any equipment. This attention to detail and emphasis on employee care will help your seasonal workers feel more invested in your organisation and more inclined to view you as less of a personal stepping-stone and more of a meaningful seasonal project.
Sources
UK farms missing up to 75% of seasonal workers needed for harvest | News | The Grocer
https://wslaw.co.uk/specialisms/immigration/
UK Farm Worker Shortage Leaves £60 Million of Fruit, Vegetables to Rot in Fields - Bloomberg
Seasonal Worker visas and UK agriculture - House of Commons Library (parliament.uk)
