What is seasonal employment?
Companies hire for seasonal work for limited periods — from a single event or weekend to several months — to meet temporary increases in demand. These jobs can be part-time, full-time, single-day, or contracted positions.
The businesses most likely to benefit the most from seasonal hiring can include:
How long are seasonal jobs?
Summer seasonal employment typically lasts several months, but roles can be as brief as a single event or weekend.
Due to ongoing labor shortages, small businesses face tougher competition for summer talent. A recent NEXT survey revealed that labor shortage concerns doubled since 2023 — the biggest increase among all small business stressors. These shortages make it increasingly important to recruit early and strategically. For instance, a restaurant expecting large crowds for a Fourth of July event might hire seasonal staff specifically for that one busy day.
A business owner may need seasonal hiring to keep up with demand in the spring if they own a lawn care business. A summer camp could hire seasonal staffing only for the summer weeks, plus one or two weeks of preparation and cleanup.
It’s very common for retail store owners or delivery businesses to seek out holiday hiring for the winter season. But if you sell chocolates and flowers, Valentine’s Day could be an equally busy time of year.
Pay rates and overtime wages for hiring seasonal workers
Seasonal employees are generally subject to the same employment laws as regular employees, including rules on minimum wage and overtime pay. Under the Fair Labor Standards Act (FLSA), most seasonal employees must earn:
- At least the federal minimum wage ($7.25 per hour) and;
- Receive overtime pay at one-and-a-half times their hourly wage for hours over 40 in a workweek.
However, state laws differ significantly, often requiring a higher minimum wage or more generous overtime rules. (Check your state’s minimum wage.) Non-compliance can lead to costly fines or legal action, so staying informed about your local regulations is crucial.
There are exceptions specific to seasonal businesses. For example, employees at seasonal amusement parks, recreational facilities, or summer camps operating less than seven months per year might be exempt from the standard overtime pay requirements set by the FLSA. If your business falls into these categories, carefully verify your eligibility for these exemptions.
Best practices: Document employment terms — including pay rates, overtime policies, and expected work hours — to prevent misunderstandings and potential disputes. Consult a labor attorney or your state labor department before hiring seasonal workers to ensure you’re fully compliant.
Insurance requirements for seasonal hiring
Most states require businesses with at least one employee to carry workers’ compensation insurance. This coverage can help cover medical expenses, lost wages and other costs related to on-the-job injuries or illnesses.
In most cases, hiring seasonal employees requires you to have workers’ comp coverage. Always confirm your local requirements to ensure you’re in compliance.
And here’s the kicker: Seasonal workers often tend to be at higher risk of injury because they get less training and are typically less experienced. Make sure you have the proper training and protections in place to help protect your workers, yourself and your business.
7 tips for hiring seasonal employees
Seasonal workers can help you fill labor gaps during your busiest time of year. Here are some helpful tips for finding quality seasonal workers:
1. Start recruiting early to beat the rush
Finding great summer employees can be competitive. Many businesses post their summer seasonal job listings as early as February or March to attract the strongest candidates, especially students or teachers.
Use local job boards, social media, university bulletin boards, or specialized summer hiring platforms to gain a head start over your competition. A few popular job boards include:
2. Clearly define summer job expectations
Summer seasonal workers thrive when their roles are clearly defined. State job responsibilities, work schedules, pay rates, overtime expectations and the exact duration of the summer position in your job listings and interviews. Transparency helps summer hires fully understand their roles, reduces turnover and helps employees stay motivated throughout the busy summer months.
3. Focus on candidates specifically seeking summer seasonal work
Target candidates explicitly interested in summer-only roles. College students, recent graduates, teachers on summer break, stay-at-home parents with limited time and retirees seeking supplemental summer income make ideal candidates.
Mark your job postings with clear language such as “summer seasonal,” “temporary summer positions,” or “perfect for students seeking summer jobs.” This specificity ensures applicants fully understand the short-term nature of the work, minimizing unexpected turnover mid-season.
4. Prioritize enthusiasm and adaptability for summer jobs
Most temporary work doesn’t require extensive experience. Attitude and adaptability are key to successful seasonal hires. Look for candidates with energy, enthusiasm and strong interpersonal skills.
DIY manufacturing shop owner April Wilkerson looks for these traits when vetting new team members. “Anybody who shows a willingness to want to be on my team and be in my world, I say ‘Sure, let’s give it a try.” But she also advises owners to know when things aren’t going to work out.
