As summer approaches, many businesses look to bring on seasonal help—whether it’s to handle increased demand, fill in during employee vacations, or give students a chance to gain real-world experience.

If you’re considering hiring summer workers, here are a few things to keep in mind:

Classify Workers Correctly

Be sure to determine whether your summer hire is an employee or an independent contractor. Misclassification can lead to unexpected tax and legal consequences, so if you’re unsure, we’re happy to help you make the call.

Understand Youth Labor Laws

If you plan to hire minors, take time to review federal and state child labor laws (here’s a quick reference to Kansas laws). These rules limit the hours minors can work and may restrict the type of work they can perform.

Get Complete Paperwork

Even if summer hires are only with you for a few months, they still need to be properly set up in your payroll system. Make sure you collect all necessary forms, like the W-4 and I-9, and consider how you’ll handle any required benefits or overtime.

Make It a Win-Win

Summer help can be a great opportunity to build your talent pipeline. With the right structure, your seasonal employees could turn into reliable long-term team members down the road.

Need help getting everything in place? Let us know—we can assist with payroll setup, compliance questions, or just talk through whether seasonal hiring is the right fit for your business.