Moving your business from the startup to scale-up
4 December 2024
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With Christmas just over a month away, many businesses are finalising their plans for seasonal recruitment or are already welcoming temporary staff on board.
While these extra hands are essential for many businesses during the festive rush, have you thought about how they will impact your payroll?
Seasonal staff bring specific challenges that businesses must address to stay compliant and avoid unnecessary headaches.
Do seasonal workers really impact payroll?
Yes, and in significant ways.
While seasonal staff are only with you for a short time, they are subject to the same PAYE rules as your permanent team. This means you will need to:
Failing to process seasonal workers in your payroll system correctly can lead to several compliance breaches and penalties, such as:
What about contracts – do they matter for payroll?
Absolutely. A properly drafted contract determines whether someone is classified as employed or self-employed, directly impacting payroll.
For employees, you are responsible for deducting Income Tax and National Insurance contributions (NICs) before paying their wages.
Self-employed individuals, however, handle their own tax affairs. Misclassifying workers can trigger investigations from HMRC.
Do I need to pay holiday entitlement for temporary staff?
Yes, even seasonal workers are entitled to holiday pay under UK law.
For every hour they work, they accrue a proportion of their statutory holiday allowance. This is often overlooked by businesses, leading to potential disputes.
The simplest way to manage this is through rolled-up holiday pay, where the holiday entitlement is included in their hourly rate.
However, to comply with employment law, this arrangement must be clearly outlined in the employment contract.
What about pensions for seasonal workers?
One often missed aspect of payroll is workplace pensions.
Auto-enrolment applies to all eligible workers, including seasonal staff. If your temporary worker meets the qualifying criteria (e.g., they earn over £10,000 per year pro rata), you are legally required to enrol them into your workplace pension scheme.
Failure to comply with auto-enrolment requirements can result in fines from The Pensions Regulator.
Be proactive and review your pension processes now to avoid last-minute surprises.
What common mistakes should I avoid?
Many businesses underestimate the complexity of processing payroll for seasonal staff. Here are the most common mistakes and how to avoid them:
How can technology help?
Investing in modern payroll software can make managing seasonal workers far easier.
Many platforms automate calculations for tax, National Insurance, and holiday pay.
They integrate with pension schemes to streamline auto-enrolment processes.
If you are managing a high volume of seasonal staff, consider outsourcing your payroll to an expert team who can handle the administrative burden, allowing you to focus on running your business during the busy Christmas period.
Prepare now to avoid festive stress
The clock is ticking as Christmas approaches. By preparing your payroll systems, contracts, and compliance measures now, you can avoid last-minute stress and costly errors.
If you need help managing your payroll or want to ensure you are meeting all legal obligations, contact our expert team of accountants today.
