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Time for Seasonal Work

With the start of summer, the time for seasonal work has also arrived. seasonal workers or holiday workers are ideal to cope with a temporary peak. as an employer, what should you pay attention to when you work with seasonal workers?.
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A characteristic of seasonal work is that the work ends automatically at the end of a season. Seasonal work is common in the agricultural sector, the hospitality industry and the tourism sector. The common denominator is that the amount of work suddenly increases sharply. Consider, for example, the hotel and catering industry that benefits from summer weather or fruit growers who have to reap the benefits in a short time.

Normal employment contract

Seasonal work is a variant of a fixed-term employment contract. It's therefore a normal employment contract to which the rules of labor law fully apply. A seasonal contract ends automatically on the agreed date, after the end of the season or at the start of the specific event. You don't need a dismissal permit, you don't have to observe a notice period and you aren't bound by the prohibitions on dismissal.

Financial benefit seasonal workers

Hiring a seasonal worker has financial benefits. Do you hire students or students? Then make use of the student and student scheme and you pay less wage tax and national and employee insurance.

You can use the calendar quarter when calculating the payroll tax. This longer period means that in practice you often have to withhold less or no payroll tax at all.

How do you find holiday forces?

You need extra capacity for a certain period, but where and how do you know where to find the best seasonal workers? First look around in your own network. Is the vacation work that can also be done by a young person? Ask around in family or friends. There is always a student or student who wants to earn a little money. Of course you can also use social media such as Facebook or LinkedIn. Or use an employment agency or payroll company.

What should you look out for in seasonal work?

Chain provision

With seasonal work you have to deal with the chain regulation and the Work and Security Act (Wwz). This means that after three temporary contracts in two years, an employee is entitled to a permanent contract. The chain of consecutive contracts can only be broken by applying an interval of six months. This causes problems with seasonal work.

Due to an exception to the chain scheme, the interval of six months can be shortened to a maximum of three months. This is possible for positions in which the activities are seasonal due to climatic or natural circumstances and can be carried out for a maximum of nine months per year. The relaxation can be adjusted by employers and trade unions in the collective labor agreement.

Minimum wage

Just as with a permanent employee, you also have to follow the rules for the minimum wage with a seasonal worker. Also pay these employees the statutory minimum wage and avoid fines and penalties.

Young people as holiday power

Do young people work in your company as holiday power? The national government sets rules for young people between the ages of 13 and 18. Up to the age of 18 you have to take into account the maximum working hours and the work they are allowed to do.

Continue to pay in the event of illness

Seasonal work is a variant of a fixed-term employment contract. The rights and obligations for this temporary worker are therefore the same as for permanent staff. In the event of illness, you as an employer must continue to pay a seasonal worker up to the end of his contract.

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