It’s that time of year again when seasonal employees help fill the ranks of busy retail businesses throughout the country. It’s also important to remember that seasonal employees are afforded many of the same rights given to regular employees.

Seasonal Employment Qualifies for the Same Protections as Permanent Workers

Seasonal workers are employed in a vast array of industries. The most visible ones are the ones we come across when we go shopping, even during a pandemic (ie: retail and grocery store workers). But they aren’t the only ones. Food production, farming, tourism, theme parks, and through various “temp work” agencies are some examples.

There is no special payment for “seasonal” workers. All employers must follow hour and wage laws. Seasonal employees can work over or under 40 hours in a typical workweek, given overtime wages paid over 40 hours of work. There are also different rules for minors (age 14-17) that are protected under the Department of Labor. Including minimum age, hours worked, and hazardous working conditions. These vary by age and labor sector, so it is important to double check your work-eligibility requirements before accepting a seasonal position.

Seasonal employees are also allowed to accrue sick time at the regular rate employees do, subject to the amount of hours worked per week. On top of that, seasonal employees also qualify for unemployment and worker’s compensation claims should the need arise.

Where Seasonal Employment is Different

While seasonal employees enjoy many of the same protections as permanent employees, most do not qualify for traditional employee benefits, such as vacations, healthcare, retirement, or paid time off. These may vary depending on the employer, so make sure to double-check your contract!

We’re here to help

Uplift Law prides itself in helping resolve employee and employer related work issues. As a matter of fact you can find more information here.

If you have questions regarding your status as a seasonal employee or even as a full time employee and are concerned about how you’ve been treated at work. Contact Uplift Law today!