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Seasonal Contract of Employment

Posted by Graeme Toyne on April 17, 2013 at 2:38pm in Careers

I'm taking a person on for the first time in the next couple of weeks. It will be a seasonal role for six months but extendable depending on work levels over winter. I have a couple of questions if anyone can help:

Do people in the same position have a contract of employment with their seasonal employees? If so, does anyone have a sample contract they would be happy to share?

I assume seasonal employees are entitled to holidays an holiday pay on a pro-rata basis. So, if the statutory minimum of 28 days including Bank Holidays, then for a six month contract they will be entitled to 14 days including Bank Holidays. Is this correct?

What do people do if it is not possible to work on any particular day e.g severe weather prevents a days work. Is the employee still entitled to a days pay?

Thanks for help

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  • Claire Brown April 17, 2013 at 6:04pm

    Yes if they are an employee, seasonal, part time or full time, - you have to pay them for the stated number of hours rain or shine, and you've got the holidays part right

    Ensure the contract says that they need to be able to do varied tasks, - that way, you can get them to help decorating for instance if there is a monsoon.

    If you are not sure about whether you really need an employee, why not get a contractor to start with?

    I'm talking from experience here, as I ramped my business up to 4 of us in 2006, and then realised 3 years later that my turnover was large, but so were all my expenses - insurances, uniform, extra vehicle. leaving my profit the same as with no staff, but with a lot more stress and hours of work.

  • Graeme Toyne April 17, 2013 at 7:29pm

    Thanks for the reply. I've been using the contractor route for the last couple of years and decided it's time to take the leap into employment. I don't suppose you're able to share a sample contract are you?

  • Claire Brown April 17, 2013 at 7:48pm

    there was a thread about where to find one, not so long back, - there were some links to the government website.

  • Catherine Miller April 20, 2013 at 10:38am


    Claire Brown said:

    Yes if they are an employee, seasonal, part time or full time, - you have to pay them for the stated number of hours rain or shine, and you've got the holidays part right

    Ensure the contract says that they need to be able to do varied tasks, - that way, you can get them to help decorating for instance if there is a monsoon.

    If you are not sure about whether you really need an employee, why not get a contractor to start with?

    I'm talking from experience here, as I ramped my business up to 4 of us in 2006, and then realised 3 years later that my turnover was large, but so were all my expenses - insurances, uniform, extra vehicle. leaving my profit the same as with no staff, but with a lot more stress and hours of work.

    So what model are you working to at the moment, Claire? I employ one person and for the last two years have employed one additional person on a three-day-a-week, 9 month contract. I want to expand but don't want to end up earning the same, just with bigger turnover and overheads, as you say.

  • Richard April 20, 2013 at 4:39pm
    You could do a zero hours contract more and more companies use these. It means if its quiet you are not obliged to pay them its down to the employee as to whether they will agree to it
  • Claire Brown April 20, 2013 at 6:12pm

    I'm working on the being choosy about my customers model, and only taking on the ones that are willing to pay my prices and wait for when I have time to do the work (or I get someone to help me on a contract basis)

    Granted, this isn't something that you can do when you first start in business, and, you have to ensure that you are worth it by giving excellent customer service and always keeping in contact, but personally I like the idea that you are working towards a waiting list.

    My personal feeling is that in this business you either have to be a good one man (with a bit of help) band, or a large company, to make money.- I couldn't make it work in the middle - would love to know if anyone has.-

    Catherine Miller said:



    Claire Brown said:

    Yes if they are an employee, seasonal, part time or full time, - you have to pay them for the stated number of hours rain or shine, and you've got the holidays part right

    Ensure the contract says that they need to be able to do varied tasks, - that way, you can get them to help decorating for instance if there is a monsoon.

    If you are not sure about whether you really need an employee, why not get a contractor to start with?

    I'm talking from experience here, as I ramped my business up to 4 of us in 2006, and then realised 3 years later that my turnover was large, but so were all my expenses - insurances, uniform, extra vehicle. leaving my profit the same as with no staff, but with a lot more stress and hours of work.

    So what model are you working to at the moment, Claire? I employ one person and for the last two years have employed one additional person on a three-day-a-week, 9 month contract. I want to expand but don't want to end up earning the same, just with bigger turnover and overheads, as you say.

  • Graeme Toyne April 21, 2013 at 12:08am

    What about sickness? If an employee is sick and can't work am I obliged to pay them, or can I say no show = no pay?

    Richard - do you have (or know where I can get) a zero hours contract?

  • Catherine Miller April 21, 2013 at 8:43am

    Claire, thanks for this. That is where I am at the moment - in the middle. I don't want to go back (yet) but want to push on to become more profitable/bigger. Can anyone suggest how to get there and if there are any marker points, ie at 4 full-time staff it becomes more profitable (allowing for a reasonable price structure)? Thanks

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