The Benefits of Providing Accommodation to Seasonal Workers
During peak season, rental costs in popular tourist areas can become prohibitively expensive. For many seasonal workers, the option of employer-provided accommodation is essential to avoid spending a large portion of their wages on rent.
By offering accommodation to your seasonal staff, you dramatically increase your chances of attracting reliable and experienced candidates.
Without on-site or nearby housing, your staff may opt to work for competitors who do provide it — or worse, they might drop out at the last minute if they cannot secure suitable accommodation.
Housing also improves quality of life for your team, offering more rest, reduced commuting stress, and a better work-life balance. As a result, performance and customer satisfaction both tend to improve.
If your campsite isn’t fully booked throughout the season, you could offer empty mobile homes or designated camping areas with shared facilities to your staff. This also fosters camaraderie and team spirit, particularly when communal spaces like kitchens or lounges are provided.
Many campsite owners who provide accommodation notice that they are able to bring back the same team each year, reducing the need for repeated recruitment and training.
Staff retention is an essential element in building a solid seasonal workforce — and accommodation plays a key role in achieving this.
Legal Considerations When Providing Staff Accommodation
In the UK, if accommodation is provided as part of the job package, it may be considered a benefit in kind and can impact payroll and tax calculations.
Employers may deduct a portion of the accommodation cost from the employee’s wages, but only within limits set by the National Minimum Wage accommodation offset rate.
If you offer the accommodation free of charge, it can still be subject to income tax or National Insurance contributions, depending on its value and usage.
To protect both parties, it is strongly recommended to create a written lodging agreement or annex to the employment contract. This should clearly state:
- The type and condition of the accommodation
- The occupancy rules (e.g. no guests, smoking policies)
- Inventory list (if furnished)
- Deposit terms (if applicable)
- Termination and handover procedures
Conducting a check-in/check-out inventory and collecting a modest deposit can help avoid disputes and ensure the housing is returned in good condition. Always provide a receipt for any deposit taken.
Health, Safety and Welfare Requirements for Staff Housing
Under UK law, staff accommodation must meet basic health and safety standards. These include:
- Separate sleeping arrangements for male and female staff (unless cohabiting as a couple)
- No more than six persons per room, with adequate space (minimum 11m² for two people)
- Beds spaced at least 800mm apart — bunk beds are discouraged unless compliant with safety standards
- Proper ventilation, heating, lighting, and access to washing/toilet facilities
Employers should also comply with the Health and Safety Executive (HSE) guidance for workers living on-site.
Note: You must not house workers in areas designed for industrial or commercial purposes, such as storage units or workshops, unless these have been specifically converted and approved for residential use.