What is seasonal employment?

Seasonal employment is temporary work tied to a specific time of the year when businesses experience higher demand. These periods can include holidays, peak tourism seasons, or busy construction months. 

Read on to learn about the different types of seasonal jobs, their benefits for employers and employees, and how Oyster can help you stay compliant with local seasonal employment laws. 

Seasonal vs. part-time employment

The distinction between seasonal and part-time employment is that seasonal work is tied to a season, while part-time work is ongoing. 

How long a seasonal job is depends on demand. It’s a temporary role that can be full- or part-time, hourly or salaried. But when the busy time of year ends, so does seasonal employment.

Part-time work can be ongoing, but it involves fewer hours than a full-time job. For example, a part-time employee might work 25 hours a week for years, while a seasonal worker may work 40 or more hours for just a few weeks or months. 

Benefits of seasonal employment

Seasonal employment offers significant advantages for employers and employees. 

For employers

• Cost efficiency: Seasonal hiring helps businesses meet demand without long-term overhead, reducing labor costs during slow periods. 
• Flexibility: Businesses can scale up and down quickly as demand surges and wanes. For example, if holiday season sales slow in December, it’s easier to adjust seasonal labor than it would be to let go of permanent employees. 
• Reduced benefits for employees: Because of their temporary status, seasonal staff typically don’t receive costly benefits like health insurance, paid time off, and a retirement plan. 

For employees

• Additional income: Seasonal workers have the opportunity to earn money for a specific purpose, such as increasing savings, funding a vacation, or bridging the gap between jobs. 
• Skill development: Temporary work can be a great way to explore new options without making a long-term commitment. It can help young employees gain experience and allow others to learn new skills or evaluate a different industry. 
• Potential for permanent employment: Seasonal employment may lead to a long-term role. For example, if a temporary retail sales associate does well during the holiday season, their employer might hire them as a permanent employee. 

4 types of seasonal employment

Seasonal hiring is common in industries with predictable demand. Examples of seasonal employment include:

1. Retail: A store may need to hire extra staff between November and January to handle holiday season sales. These roles can be full-time or part-time. 
2. Hospitality: Businesses like resorts and cruise lines bring on temporary workers during their peak seasons. 
3. Event management: Festival or conference organizers typically need temporary staff to plan, set up, work, and break down big events.
4. Construction and agriculture: Companies in these industries add to their workforce during months when demand is high, the weather is good, or it’s harvest time. 

Seasonal employment laws to keep in mind

Employers must follow local labor laws when hiring seasonal workers. This includes freelance workers and pay-as-you-go contractors. Here’s a breakdown of key seasonal employment laws to keep in mind.

Minimum salary

Seasonal employees are entitled to the same minimum wage as anyone else. Employers must pay the highest of federal, state, or local minimum wage, which can vary significantly. 

In the United States, states and cities have the power to make minimum wage laws. In California, fast food restaurant employees receive a higher minimum wage than jobs in other industries. So, if a fast food establishment hires a college student for the summer, they must pay them the mandated minimum wage for that position.

In the U.K., employers must pay seasonal employees the National Minimum Wage (NMW) or the National Living Wage (NLW), depending on their age. These rates change annually. 

In Canada, provinces and territories (or the local equivalent) set the minimum wage. As a result, minimum wages vary across regions.

Overtime pay

Overtime pay laws also vary. Employers must keep track of hours with care as thresholds that trigger overtime pay aren’t the same everywhere. 

In the U.S., federal law requires employers to pay overtime for all hours worked over 40 in a week. However, California takes it a step further, requiring time-and-a-half pay for hours worked over eight in one day, and double time for hours exceeding 12. 

In Canada, the Province of Ontario typically pays overtime for weekly hours above 44, but it’s only 40 hours in British Columbia. Even if an employee does not work 40 hours in a week in British Columbia, they’re entitled to overtime pay for hours worked beyond eight in a single day. 

Meanwhile, the U.K. doesn’t mandate overtime pay, though it can be included in an employment contract. 

Teen employment

Businesses often rely on teens to fill seasonal jobs but must comply with specific youth labor laws. 

U.S. federal law restricts the number of hours per week a teen can work and the type of employment they can perform. Some states add additional protections, such as work permit requirements and special rules for hours worked on school nights.

In the U.K., employers must give written terms of employment to all employees, including individuals under 18. Like many places, the U.K. covers minors with special laws on hours worked and break times. 

No matter where you hire employees, failing to comply with labor laws can lead to lawsuits, fines, and reputational harm. Oyster helps your company stay compliant with expert legal advice specifically tailored to the regions of the world where you hire talent. 

Access expert support for your seasonal hiring needs

If you manage distributed teams worldwide, keeping up with constantly changing labor laws, such as minimum wage and overtime pay regulations, can create headaches and—if you miss something—lawsuits and fines. 

The Oyster platform simplifies seasonal employment. We can help you hire and manage temporary workers, ensure compliance across borders, and streamline onboarding and offboarding processes. Oyster’s all-in-one solution handles everything from contracts to payroll to HR admin, so you can focus on running your business. 

Explore Oyster’s Global Contractor solution to streamline your seasonal hiring.