Simplify payroll, streamline HR, and stay compliant—all in one platform. This guide covers key strategies for managing seasonal employees, automating tax filings, handling wage and hour compliance, improving onboarding, and reducing payroll errors. Discover how Rollo HCM helps small and mid-sized businesses save time and avoid costly mistakes.
Updated: November 5, 2024
Seasonal employment can be a lifeline for many businesses during peak times, providing the extra hands needed to handle increased demand. However, seasonal hiring raises questions about employment durations, legal obligations, and best practices. Employers need to understand relevant regulations to help prevent legal issues and optimize their seasonal workforce.
A seasonal employee is a temporary worker whose employment is tied to specific seasons or peak business periods. Unlike permanent employees, seasonal workers are not on the payroll year-round. Their employment length can vary but generally lasts less than half a year, aligning with the busiest times for the business.
Seasonal roles can be either part-time or full-time, and, during peak times, such as the holiday shopping season, businesses might even require seasonal employees to work more than 40 hours per week.
The U.S. Department of Labor oversees regulations that protect the rights of seasonal employees and ensures that businesses comply with labor laws. Understanding the basics of these guidelines is the first step to effectively managing seasonal roles.
Need a system to manage seasonal onboarding, scheduling, and compliance? Book a demo of Rollo HCM to see how we simplify seasonal workforce management.
Most seasonal jobs have clear start and end dates that align with peak demand periods. Companies typically begin the hiring process months in advance. The schedule for seasonal employees depends on the industry and operational needs.
Industries like retail ramp up during holidays, agriculture follows the growing season, and hospitality surges during vacation months—all benefiting from flexible seasonal labor.
Duration varies, typically a few weeks to several months. There’s no limit to weekly hours, but overtime rules apply. Retention can be a challenge, making it important to streamline training and onboarding processes.
With Rollo, you can automate time tracking, streamline onboarding, and ensure compliance—book a demo to learn more.
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Challenges:
Looking to scale your seasonal hiring without the administrative burden? Schedule a Rollo HCM demo today.
Seasonal employment refers to temporary roles created for peak business periods. They usually last under six months and are common in retail, hospitality, agriculture, and finance.
Seasonal workers must be paid at least the applicable minimum wage and are entitled to overtime under the FLSA.
Federal and state laws limit minor labor and prohibit hazardous duties.
Most seasonal workers don’t qualify for FMLA but may be covered under state or local sick leave policies.
Seasonal employees are subject to the same tax withholding rules as full-time staff.
Misclassifying seasonal employees as contractors can result in:
Rollo HCM helps ensure proper classification and recordkeeping through automated workflows.
Book a demo to see how our platform helps ensure compliance with seasonal worker regulations.
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Cons:
With Rollo, you can post jobs, track applicants, and onboard seasonal staff from one centralized dashboard. Try a free demo now.
Seasonal employment offers powerful flexibility—but only if managed correctly. By following the law and implementing smart hiring and onboarding processes, businesses can scale with confidence.
Ready to make seasonal hiring easier and more compliant? Book your Rollo HCM demo and streamline your seasonal workforce today.
