Temporary Hiring: understand how it works

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With the arrival of the end-of-year festivities and the approach of the high season in the tourism sector, in some regions of Brazil, the time of greatest growth occurs for certain sectors, such as bars and restaurants, hotels and retail. This period generates a significant increase in sales and revenue. Therefore, for everything to go as planned, it is necessary to reinforce the team of employees, so as not to miss this great opportunity and ensure good quality in the provision of services. However, for many businesses, since this is a phase of operational seasonality, it is not interesting to keep a large part of these hires at the end of the season. Therefore, hiring temporary employees becomes a great option . However, you need to be very careful when hiring this reinforcement team. As every business owner knows, labor laws are quite strict and any mistake can generate a loss capable of jeopardizing a large part of the profits obtained. Therefore, the Lowtax team selected important points about temporary hiring so that you understand how it works and avoid making mistakes. Check it out below!

– Forms of hiring
Labor legislation offers several hiring options, especially morocco whatsapp lead after the 2017 reform. Therefore, it is very important to choose the right hiring method according to the work demand and the type of business. See below some hiring methods for each type of situation:



. Fixed-term contract This is the most common type of temporary contract. In these cases, the maximum term of the contract cannot exceed 2 years. However, there is no minimum term for the duration of the contract.

Furthermore, employees with a fixed term will have the same rights as employees with an indefinite term. Examples: hourly wage for the category, daily working hours, overtime, benefits and, in the event of termination before the end of the contract, a fine of 40% on the FGTS deposited. . Part-time contract In a part-time contract, the employee will have a working day that cannot exceed 26 hours per week, but may be less than that, with an additional limit of up to 6 hours per week. The salary must be proportional to employees with an indefinite term with the same functions. In this regime, the employee's rights will be exactly the same as others, such as weekly rest, vacation and 13th salary. Expert tip: this type of contract is very interesting for companies that only operate on some days of the week or that have greater movement on certain days. . Intermittent employment contract An intermittent employment contract is a way of formalizing the provision of services on a non-continuous basis, alternating between periods of work and periods of inactivity, and can be defined in hours, days or months. In order to comply with the stipulated working hours, a call for and acceptance of the service must be made, guaranteeing the employee proportional remuneration for the hours worked at the same rates as others. As well as all other benefits, except unemployment insurance in the event of dismissal without just cause. Expert tip: this option is very interesting for employers who prefer to always have the same professional, but cannot afford the annual hiring costs. It is also a great option even for companies that only operate during certain periods of the year, such as small inns and hotels.