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December 15, 2017
The hospitality sector is synonymous with hiring temporary staff over the festive period, so if you’re looking to hire make sure you know your stuff and read our simple guide to ensure everything runs smoothly and legally.
Policies - Having a good temporary worker policy is paramount for any company employing on this basis.
Legal Rights - Make sure all casual staff are aware of their rights from the start. This includes their hours and expected length of their employment.
Wages - For the term of their contract, temporary workers are viewed the same as permanent staff. On a pro-rata basis they have equal rights to parental leave and benefits, pensions etc. This also applies to the National Minimum Wage so make sure you know where you stand.
Paid holiday is also on a pro rata basis. GOV.UK has a useful tool to calculate your staff holidays and needs to be tracked throughout your temporary worker’s time with you.
Statutory sick pay is also applicable however in many cases temporary staff must be ill for at least four consecutive days including weekends and bank holidays.
Time to say goodbye - If temporary staff need to be dismissed before their contract ends then the same procedures apply as for permanent staff, disciplinary stages, such as giving official warnings verbally and in writing before dismissing anyone.
Whether you are looking for staff, taking your first steps into the hospitality industry, looking to step up into management or looking for your next kitchen challenge, FindMyPubJobs.com is here to help.