How to Retain Seasonal Employees

Seasonal employees can help your business make the most of peak periods, like holidays and events. At these times of the year, many people are on the move and the extra hands-on deck can help your business manage an increased workload while meeting high demand. Under a flexible, seasonal employment relationship, neither party has to commit to long term employment, offering flexibility to both the employer and employee.

However, when the rush of peak season comes to an end, you might realise that there are some seasonal team members who you would like to hold onto. To retain talented seasonal staff, you need thoughtful strategies and efficient workforce management technology to encourage them to want to continue working for your business. 

In this article, we’ll break down the benefits of hiring seasonal employees, how to retain them, and how to transition the arrangement into something more permanent when you find an employee who is a great fit for your business. 

What are seasonal employees? 

Seasonal employees are individuals hired by businesses to meet temporary increases in demand during specific times of the year. These employees are typically engaged for a defined period, which could range from a few weeks to six months, depending on the business’s workload. Their contracts usually have a start and end date, or are offered on a casual basis so that the employer can stop offering shifts when the work slows down again. 

For example, retail stores may hire seasonal employees in the lead up to the Christmas shopping season, while tourism companies may need extra staff during the peak holiday months. 

You might hire seasonal workers to fill roles that are essential in the smooth running of your business at specific times of the year. These could include customer service, event management, sales, operations, and logistics positions. These employees can help you scale your workforce quickly, without committing to a permanent hire. This helps you manage increased workloads, ease pressure on your team, and avoid the financial risk of hiring full-time staff when demand fluctuates. 

How many hours do seasonal employees work?  

The number of hours a seasonal employee works can vary depending on the industry, employer, role, and level of demand. Seasonal employees often work less than full-time employees on an as-needed basis, as employers need to navigate benefits that full-time employees would be entitled to.   

Seasonal employees also often work outside of regular office hours, including evenings, weekends, and public holidays, depending on the nature of the business.  

Flexible working hours can benefit you and your employees, as they help you manage high-demand and staffing needs while workers can enjoy a short-term intensive work schedule that allows them to earn an income over a short period of time.  

Can seasonal employees become permanent? 

While seasonal employees are typically hired for a temporary period, there are situations where they may transition into permanent roles. In fact, you might choose to use seasonal employment as an opportunity to trial potential permanent employees.  

If you spot a seasonal worker who excels in their position, has a strong work ethic, and fits well with the company culture, you might want to consider them for a permanent role at the end of the season.  

However, you also need to ensure that you are following Australia’s casual conversion laws, which govern the transition from casual to permanent employment. You should also make sure your employees understand your business's hiring practices. 

How to retain seasonal employees 

While seasonal employees are hired for short-term roles, there are a number of strategies you can use to retain your top talent. 

1. Provide a great onboarding experience

A smooth and effective onboarding experience can set the tone for a positive employment journey. Even though seasonal employees will be with your business for a limited time, investing in their onboarding process can help them perform. Providing clear expectations, introducing them to the company culture, and offering proper training helps seasonal employees feel confident in their roles. 

A great onboarding experience includes: 

• Clear communication about job duties and performance expectations.
• A warm introduction to key team members, managers, and company values.
• Comprehensive training and sign-off on policies and procedures.

Using workforce management technology, you can digitise and speed up many aspects of this process – making it more efficient and enjoyable for you and your employees. By making the onboarding process seamless, you can make employees feel valued from day one, increasing the likelihood that high performers will stay for the entire season and beyond. Using foundU, you can even automatically build employee profiles during the onboarding process, helping you to reach out to top talent stored in your database in the coming years. 

2. Pay them correctly

One of the most important factors in retaining seasonal employees is ensuring that they are compensated correctly for their work. Competitive wages help attract and retain top talent, and paying the right amount on time builds trust. 

If you’re paying the minimum wage, you have to ensure that your seasonal employees are paid according to Australia’s industry award requirements. Where possible, you can also provide a competitive wage that compensates high performers for their experience, skills, and responsibilities. Using payroll software, you can automate this process and make it more precise. This helps you prevent errors or delays in payments and boost longer-term retention. 

3. Make them feel valued

Create an environment where employees feel valued and supported throughout their time with you. This encourages employees to stay engaged, motivated, and loyal – even during their short-term employment period. In the case of flexible workforces, this can look like providing:  

• Simple time and attendance tracking: Use an easy-to-navigate time and attendance system that helps employees track their shifts and ensure they are paid accurately. Offering an automated system can save time, avoid confusion, and increase job satisfaction. 
• Great team communication: Seasonal employees should feel included in team communication. You could implement an employee app so that your team can download pay slips, view rosters, and track their time from anywhere with an internet connection. Using workforce management technology like foundU, you can also send in-app announcements, SMS, email, and push notifications in bulk to keep your employees in the loop.  
• Accessible rosters: Make it easy for employees to check their shifts, request time off, and plan their availability with online rosters and scheduling tools. Flexibility and clarity around work schedules contribute to a better employee experience. 

4. Offer competitive wages and employee benefits

Competitive wages and employee benefits can make you stand out as an employer. While seasonal employees may not expect the same benefits as permanent employees, offering perks such as employee discounts, performance bonuses, or access to wellness programs can enhance their overall experience. 

Companies that offer some form of employee benefits, even for seasonal staff, are more likely to attract and retain high-quality workers in the future.  

Some of foundU’s workforce tech partners also offer great employee benefits. For example:  

• ProsperEX: Reduces turnover by identifying meaningful training opportunities.  
• Flare: Provides access to employee benefits and big savings on a wide range of retail brands. 
• Connect Psych: An e-counselling service that provides mental health support at the touch of a button.  
• Eggy Work: A personalised life and work management app for employees.  

5. Understand Australia’s casual conversion rules

In Australia, casual employees may be eligible to convert to permanent positions under certain circumstances. The Fair Work Commission’s casual conversion rules allow casual employees who have been employed on a regular and systematic basis for at least 12 months to request conversion to permanent part-time or full-time employment. Understanding these rules can help retain talented workers who you may have originally hired for a peak season and no longer meet the definition of a casual employee. 

Building a talented seasonal workforce over time 

Seasonal employees can help your business meet demand during peak periods. By focusing on a great onboarding experience, paying competitive wages, and providing a supportive environment, you can build a reliable seasonal workforce. You’ll also increase your chances of attracting and retaining seasonal talent in the future. 

If you want to learn more about how you can improve your workforce management practices, then book a demo or take an online product tour of foundU.