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Hiring Holiday Workers

Summer has arrived again. many holiday workers are always sought during this period. you should know this when you, as an entrepreneur, offer holiday work to pupils or students. read more here.
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The holiday time doesn't always have to be a reason to sit still. Many entrepreneurs then need (temporarily) extra people. For example, to take over tasks when the permanent staff goes on holiday. But also due to summer crowds, as is often the case with companies in the hospitality industry.

In many cases holiday workers are students or students. They have a lot of time due to the summer holidays. At the same time, they are interesting for many employers, because a lower minimum wage applies for certain ages. However, the hiring of these young people is bound by rules.

Age of holiday workers

Since many vacation workers are younger than eighteen, the government has established rules to protect these young people. You must also pay attention to the age of holiday workers. A handy overview from the government shows what the rules are per age category.

These rules may in the first place relate to the nature of the work. For example, a 15-year-old child may only do light work in a store, such as filling shelves in the supermarket or helping with packing. If the holiday worker is sixteen years old, he can do almost any kind of work, as long as it isn't dangerous. This means, among other things, that it doesn't come into contact with toxic substances or works in a noisy environment.

Working hours and holiday work

You must also pay attention to special rules regarding working and rest times. There is also a distinction between the age categories. For example, a 15-year-old child may work a maximum of six vacation weeks per year. The rules change per age year up to and including the age of eighteen, so check carefully what the rules apply to your holiday power.

The special rules apply to young people under the age of 18 and pregnant women. If the holiday power doesn't fall into one of these categories, the normal rules apply. The Inspectorate SZW always checks extra during the summer months, so read all the rules carefully.

Arrange holiday work yourself

In the first place, you can arrange holiday work yourself. You can then, for example, use a fixed-term employment contract or on- call contracts. In addition, it's important to be well informed about the different types of employment. Take a good look at the rules and take into account any pitfalls.

Incidentally, if you offer holiday workers yourself a contract, this means that they have the same rights as regular employees. This means that you must, for example, continue to pay the wage in the event of illness. Then you can't just say goodbye to the employee. You also have to deal with measures from the Work and Security Act, such as the shortened chain provision.

If your company falls under a mandatory collective agreement, you must carefully consider the conditions that are contained therein. If this isn't the case, you can determine the wage yourself, as long as it's the minimum wage per age category. Remember that holiday allowance must be paid, that's 8 percent of the gross annual salary.

Holiday work through employment agency

An employment agency takes a lot out of your hands; not only the administration, but also the recruitment and selection. You can see it as an all-in package. You pay one amount and there are no extra costs or reservations. For example, the employment agency pays wage tax and national insurance contributions. Even in the event of illness, the employment agency takes on these costs, as does the holiday allowance.

With an employment agency it's important that the employment agency pays the minimum wage and the holiday allowance. If this doesn't happen, you can be held liable as a hirer. In an article on Ondernemersplein you can read how you can prevent or limit hirer's liability.

Tip

Do you want to know what is involved with the use of holiday workers and other workers? Then do the checklist Are you ready for (more) staff?

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