Hiring Summer Help? How to Stay Protected with Seasonal Employees

As Florida’s summer heats up, so does the need for extra hands. Whether you're running a retail shop, a restaurant, or a landscaping business, seasonal workers can help you meet the summer rush. But if you’re not careful, they can also bring unexpected risks.

Here’s what every small business owner should know before welcoming short-term employees.

1. Workers’ Compensation Is Not Optional

Florida law requires most businesses with four or more employees to carry workers’ compensation. In the construction industry, the requirement starts with just one employee. But even if your business isn't legally required to carry this coverage, it’s still a smart move.

Injuries can happen whether someone works for you full-time, part-time, or just for the summer. Even short-term injuries like heat exhaustion, lifting injuries, or slips can lead to costly claims. Make sure your coverage is active, up to date, and includes seasonal hires. Workers' compensation helps protect your business and your team, no matter your size.

Tip: Notify your agent when hiring temp workers. Keep your payroll up to date to avoid unexpected premium adjustments during an audit.

2. EPLI: Your Shield Against Hiring and Firing Claims

Employment Practices Liability Insurance (EPLI) protects your business from claims of:

• Wrongful termination
• Discrimination
• Harassment

Seasonal staff are often onboarded quickly and let go just as fast, which increases the chances of misunderstandings or claims. Even if you did nothing wrong, defending a lawsuit can be expensive.

EPLI provides important protection where general liability policies fall short. It's especially useful for businesses with high employee turnover.

3. Have Clear Policies, Even for Short-Term Hires

Don’t skip the handbook just because they’re only working for the summer.

• Set expectations on scheduling, dress code, and conduct
• Clarify policies on harassment, social media, and timekeeping
• Get signed acknowledgments during onboarding

Clear documentation shows that you communicated the rules, which helps protect your business if any issues arise.

4. Watch Out for “Independent Contractor” Assumptions

Misclassifying workers as independent contractors to avoid taxes or benefits can backfire. The IRS, Department of Labor, and state agencies have strict rules. If you control when, where, and how the work gets done, they likely count as employees.

Seasonal help can boost your business, but only if you’re protected. The right insurance and policies can turn a summer of growth into a season of smart risk management.

Not sure if you're covered? Let Sterling Meadows Insurance Agency review your policy before peak season hits.