Why hiring students this summer is a smart choice

Cconomic recovery opens new opportunities

With the economic recovery underway, many employers are once again able to offer seasonal jobs to student workers and temporary staff.

During the health crisis and the two lockdowns, these opportunities had significantly decreased, directly impacting students looking for work. Now, with stores fully reopened and the summer sales period approaching, sectors such as retail and hospitality are actively recruiting these flexible profiles.

Who qualifies as a student worker?

Not all students can automatically work under the student worker status. According to Acerta, only full-time students qualify for the favorable 475-hour scheme with reduced social security contributions.

Students enrolled in evening classes or part-time learning paths are excluded. Work-study students are eligible only if they are not receiving unemployment benefits or insertion benefits.

Additionally, to be hired as a student worker, candidates must be:

• At least 16 years old (or 15 if they have completed the first two years of secondary school).
• Available to work outside their class hours.

The working hours for student workers are generally limited to 8 hours per day and a maximum of 38 hours per week, within a yearly cap of 475 hours under the reduced social security rate.

Employers can only hire students once their permanent staff are back at work. This ensures that flexible student labor complements rather than replaces regular employees.

Contract and remuneration requirements

When hiring a student worker, the employer must prepare a fixed-term written contract specifying the work duration and conditions.

This contract outlines the paid work the student will carry out under the employer’s supervision. Employers must also provide the student with a copy of the work regulations and receive a signed confirmation of receipt.

Student wages must meet at least the sector’s minimum wage standards, and employers must cover travel expenses between the student’s home and the workplace.

In terms of social contributions, students working under the 475-hour scheme are subject to a reduced 8.13% solidarity contribution. However, rules around holiday pay and guaranteed salary are more complex and depend on sectoral agreements.

Effective schedule management is key

Managing student workers during the summer requires clear and efficient scheduling to balance workload, employee well-being, and operational needs.

This is where Shyfter, a specialized planning and time-tracking tool, becomes particularly useful. Shyfter allows managers to build schedules that integrate both permanent staff and student workers, providing:

• Clear visual timetables with cost breakdowns.
• Leave and absence tracking in real time.
• Printable schedules for easy sharing with teams.

Time-tracking data collected via Shyfter is automatically converted into work performance reports, which can then be directly linked to payroll systems. This automated flow helps reduce manual errors and ensures accurate payroll calculations by integrating the correct sector and payroll codes.

Conclusion

In summary, hiring student workers offers employers flexibility and cost advantages while providing students with valuable work experience. With proper planning, clear contracts, and the right tools, such as Shyfter, companies can optimize their workforce management for a successful summer season.

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