How to hire students as holiday reinforcements

With economic recovery underway, many employers are once again looking to hire students and temporary workers. If you are among them, it is important to keep several points in mind. The pandemic and successive lockdowns had a strong impact on businesses, temporarily laying off thousands of workers and even forcing governments to grant unemployment support to self-employed professionals.

Students and temporary workers were also affected, with job opportunities significantly reduced compared to previous years. However, with stores reopening and holiday sales targets approaching, the retail sector is preparing for a hiring push, particularly for student workers to support the end-of-year period.

Who qualifies as a student worker?

According to Acerta, not all students meet the criteria for student worker contracts. To be hired under the advantageous 475-hour ONSS scheme, the candidate must be enrolled as a full-time student. Evening classes or part-time study programs do not qualify.

Work-study students may qualify under certain conditions, provided they do not receive unemployment or insertion benefits. There are also age requirements: students must be at least 16 years old (or 15 if they have completed the first two years of secondary education).

The goal is for students to work outside their school hours. Standard working hours are typically 8 hours per day, up to 38 hours per week, with some exceptions. Student workers are limited to a maximum of 475 working hours per year. Employers can only hire flexible labor once permanent staff have resumed work.

The student worker contract

The student worker contract is a fixed-term written agreement between the employer and the student. Under this contract, the student agrees to perform paid work under the employer’s authority.

The employer must provide the student with a copy of the work regulations and obtain a signed acknowledgment of receipt. Employers are also required to complete a DIMONA declaration for each student worker.

Regarding pay, student workers must receive at least the sector’s minimum wage. Employers must also cover travel expenses between the student’s home and the workplace.

Student workers contribute 8.13% in solidarity contributions, provided all eligibility conditions are met. However, rules concerning public holiday pay and guaranteed salary are more complex and need to be carefully reviewed.

Managing student worker schedules

The holiday season brings both a commercial opportunity and a logistical challenge, especially for retail managers who rely heavily on this period to achieve annual revenue targets. To succeed, proper staff scheduling is essential.

Shyfter’s scheduling and time tracking software, along with its mobile app, helps employers plan work hours for both permanent staff and student workers. Every cost is tracked, and every leave request is recorded and displayed in a clear, shareable schedule. The schedule can be printed and posted for on-site reference.

Attendance data is automatically converted into performance reports. In addition, Shyfter directly integrates payroll and service codes from your social partner or payroll provider, making data transmission faster and reducing errors.

With Shyfter managing your schedules, you can focus on what matters most—your business.

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