Christmas brings a fast and intense rise in demand for many businesses. As a result, many employers hire temporary Christmas staff to keep operations running smoothly. These short-term workers help manage extra tasks and maintain strong customer service when it matters most.
What are Temporary Christmas Staff?
Temporary Christmas staff join a business on a short-term basis to support busy periods. Their contracts usually run for a few weeks or months. They fill rota gaps, ease pressure on permanent staff and help businesses manage increased demand. Although they work for a short period, the law gives them the same core rights as permanent staff. You must treat them fairly and give them the correct information from their first day.
How Much Should You Pay Christmas Temps?
Every temporary Christmas staff member must receive at least the National Minimum Wage for their age. These wage rates change each April.
Below are the rates in place for April 2025 to March 2026:
- £12.21 per hour for 21 years and older (National Living Wage)
- £10.00 per hour for 18 and 20 year olds
- £7.55 per hour for apprentices and under 18s
Below are the rates i place for April 2026 to 2027:
- £12.71 per hour for 21 years and older (National Living Wage)
- £10.85 per hour for 18 and 20 year olds
- £8.00 per hour for apprentices and under 18s
You can choose to pay more than the minimum. When you set wages, remember to budget for Employers’ National Insurance Contributions, as you must pay these in addition to the employee’s wages.
What Rights Do Christmas Temps Have?
All workers share the same basic rights, whether they work permanently or temporarily. These rights include:
- A maximum working week of 48 weeks
- Regular rest breaks during shifts
- A clear and itemised payslip
- Protection from discrimination under the Equality Act 2010
These rights apply from day one. You must follow them at all times, even during busier periods. Because temporary Christmas staff usually work in fast-paced environments, you must take care to ensure they understand their breaks, working patterns and responsibilities.
Do Temporary Christmas Staff Need Contracts?
Yes. You must give every temp a written contract on or before their first day. A fixed-term contract works best for seasonal work. It should clearly state the start date and end date. If you need to end the contract early, you must include that right in the contract. You must also follow the notice period set out in the agreement.
For example: If you do not state an end date, a temp may believe their role is permanent. This can lead to disagreements and stress for both parties.
Zero-Hour Contracts
Some employers use zero-hours contracts instead of fixed-term contracts. These contracts offer flexibility because they do not promise a set number of hours. However, zero-hours workers still have rights. You must understand these rights before using this type of contract. You must also communicate clearly so the worker knows what level of work they can expect.
Do Temporary Christmas Staff Receive Holiday Pay?
Yes. Temporary Christmas staff accrue holiday in the same way as permanent staff. You should base their entitlement on the length of their contract. A full-time worker receives 28 days of holiday each year. To work out a temp’s holiday pay, divide 28 by 12 to find the monthly amount. Then multiple that by the number of months they work.
For example: 28 days / 12 months = 2.33 days per month. 2.33 days x 3 months (October to December) = 7 days of holiday.
If a temp does not take their holiday, you must pay them for the days they have built up. This payment must appear in their final payslip.
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