The festive season often sees an increase in activity for many businesses which may mean you need more hands on deck and seasonal work cover.
Your first thought may be to take on more staff, perhaps on a fixed term or casual basis, but in some cases you can increase productivity by offering your existing employees overtime incentives, bonus payments and discounts.
If this is not the answer for your particular business, you may be tempted to offer work on a zero-hour contract. This means that you can offer work as and when you need to, with no minimum hours guaranteed. You should however, be aware that the no-guarantee works both ways and an employee can decline any hours of work you request should they so wish.
Zero-hour contracts mean that you can offer work as and when you need to, with no minimum hours guaranteed.
Generally, zero-hour contracts are not considered appropriate for regular fixed-times of working or for any activity with a predictable timetable, and should therefore be carefully considered before being offered.
Agency workers are always a good way to temporarily boost your workforce, but you should bear in mind that after 12 weeks they will be entitled to the same employment conditions as your permanent staff.
If you would like to discuss this topic in further detail, please don’t hesitate to contact us.
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This post was originally published in December 2018 and has been updated for accuracy and comprehensiveness.
Please note: This article is a commentary on general principles and should not be interpreted as advice for your specific situation.