What Is Seasonal Work?
For most campsites (except very small sites open year-round), recruiting seasonal staff is essential ahead of the peak summer season. Roles such as receptionists, lifeguards, entertainers, waiting staff, and cooks are typically seasonal in nature. Below are essential tips to help you recruit effectively and avoid common pitfalls.
Legal Framework for Seasonal Employment
UK campsites experiencing a predictable peak in activity during the summer months can hire temporary staff under **fixed-term contracts** or **casual agreements**, provided employment laws are followed. Seasonal work refers to **temporary roles recurring annually, tied to holiday periods or tourism trends**.
What UK Law Says About Seasonal Hiring
Seasonal employees and employers must comply with general UK employment law. This includes:
- A written contract outlining the nature of the job (e.g. fixed-term or casual), duration, pay, working hours, and applicable agreements.
- Equal treatment rights under the **Fixed-Term Employees Regulations 2002**.
- Statutory rights such as minimum wage, paid leave, rest breaks, and health & safety.
Working Time and Pay
Seasonal workers are entitled to **at least the National Minimum Wage** and must not exceed **an average of 48 hours per week** unless they opt out. Overtime and weekend rates should be clarified in the employment contract.
Housing for Seasonal Staff
One of the biggest challenges for seasonal workers is finding affordable accommodation near rural campsites. Many campsite operators offer **on-site accommodation** as a benefit, which is a major recruitment advantage.
If accommodation is provided:
- It must be safe, clean, and meet minimum housing standards.
- If offered for free, it is considered a **benefit in kind** and must be accounted for in HMRC contributions.
- Details must be clearly included in the employment contract.
- Employers cannot charge rent or evict staff during sick leave unless stated in the contract.
How to Attract the Best Candidates
Once legal obligations are in place, the challenge is recruiting reliable staff. Especially in remote areas, it can be difficult to find experienced professionals. Many applicants are students with little to no experience. Hiring for specialist roles (e.g. receptionists with campsite software skills) can take longer.
For key positions like campsite managers or supervisors, competition is strong. Presenting an attractive offer is crucial.
How to Write Effective Job Ads
Spend time crafting a clear and appealing job description. Include:
- A short introduction to your campsite and its environment.
- A clear description of the role, duties, and expectations.
- Perks (e.g. free meals, housing, on-site facilities, bonus pay).
- Skills and experience required.
Start Recruiting Early
Post your job offers early in the year to secure experienced applicants. Senior staff like chefs or managers often plan ahead, while students may apply later in spring for entry-level roles.
Promoting Your Job Offers
To increase visibility:
- Post on niche job boards like Gestion Camping Recruitment.
- If you’re part of a group (e.g. Yelloh! Village, The Camping and Caravanning Club), post offers on the network’s platform.
- Consider specialist providers for entertainment staff who offer "turnkey teams" of trained animators.