Wrap up your seasonal recruitment with our tips on hiring temporary staff

There’s been a 28% surge in searches for Christmas jobs already this year. So, if you’re thinking of hiring temporary staff this winter (or have already started recruiting seasonal workers), here’s what you need to know. 

Get your contracts wrapped up 

Workers on fixed term contracts are entitled to the same benefits, pay and conditions as permanent employees. Your contracts need to be clear about end dates and specify if the contract might end early. If you end a contract without proper notice, or without an early finish clause, you might find yourself open to an unfair dismissal claim. 

You can find legally compliant contract templates on the BrightBase document library. Instantly download the policies and documents you need, and make sure your seasonal employees are fully informed and treated fairly. 

Working out annual leave 

All workers are entitled to a minimum of 5.6 weeks’ holiday a year, and temporary workers will accrue holidays on a pro-rata basis. It’s tricky to work out the correct entitlements, especially where bank holidays are involved. BrightHR software will work out your pro rata calculations and tell your staff what they’re entitled to.  

An annual leave policy can also keep staff up to date. You can add clauses about how to book leave, when times might be restricted, and the approvals process. We can get you started with a FREE annual leave policy to download and customise for your business.    

Get open shifts covered in an instant 

Make sure your busiest times are covered with shifts and rotas software from BrightHR. Forget the spreadsheets: you can build rotas and work schedules in just a few clicks. You’ll also get real-time updates, holiday clash alerts, and app access wherever you are. 

And if you’ve got a last-minute open shift, you can offer it to all staff, targeted teams, or one staff member. So, if someone calls in sick, you’re instantly covered.  

Make sure everyone’s taking breaks 

Get clocking in and out software that shows you who’s in, who’s out, and who’s on a break. It’ll help with budget planning, so you can check everyone is working their hours and taking enough rest breaks.  

With clocking in and out app Blip, you can set working locations so staff get a prompt to clock in when they get to work. You can set up QR codes that staff can scan on their mobile phones, or if they don’t want to use their personal device, they can clock in and out from PC or tablet. 

You can also export reports to your payroll platform for accurate payslips with no disputes. And Blip is integrated with BrightHR Payroll services to save time switching between two (or more) systems. 

Get everyone up to date on health & safety 

Health & safety training is not just about meeting your obligations. You’re giving your staff the tools they need to work safely, whether they’re with you for a season or a lifetime.  

Safeguard your business and your workers with health & safety e-learning courses from BrightHR. There’s a digital audit trail for your health & safety assessments and your training records, so you can make sure everyone’s up to date and ready to start work. And with the BrightSafe On The Go app, your teams can complete health & safety training at any time, report risks and accidents, and reach our experts 24/7. 

And here’s what you’ll need for 2026… 

Think we’re getting ahead of ourselves talking about Christmas? Here are just some of the changes that will affect employers of seasonal staff when the Employment Rights Bill comes into effect.  

April 2026 

• Removal of lower earnings limit and three-day waiting period for sick pay 

• The service requirement for paternity and parental leave will be removed 

• The Fair Work Agency will be established, which will be able to request proof and evidence of compliance with employment law – so record keeping is going to be more important than ever  

October 2026 

• Employers must take all reasonable steps to prevent sexual harassment, and all third-party harassment must not be permitted 

• Tip laws will be tightened, and employers will have to consult with workers when developing or revising their tipping policies 

In 2027 

• Employees will be able to claim ordinary unfair dismissal from day one - so probation periods will become the star of the employment contract 

• Zero hours contract reforms bring the right to a guaranteed hours contract reflecting usual working hours. Employers will have to give reasonable notice of shifts and compensation for late changes or cancellations 

There are many more changes that will need your attention, from bereavement leave to redundancies, risk assessments to fair pay. Keep up to date with changes and  download your FREE guide to the Employment Rights Bill here. 

How BrightHR can help 

Find out how to manage your HR processes and your staff, all in one place. We’ll help you keep track of your teams, keep up with your legal obligations and provide you with up-to-date documents and policies, for your peace of mind.  

So, if all you want for Christmas is an extra pair of hands, BrightHR is here to help. 

Find out more and book a free demo here.