Unexpected risks of hiring additional staff are:
Employees make too many hours: Working regulations dictate the maximum working hours and minimum rest periods for employees. For example, an employee may only work forty Sundays per year, unless more Sundays are laid down in a collective scheme and at the full consent of the employee. In addition, young people are only of limited use. They should adhere to the Working Hours Act.
Employees do not get enough rest - the Working Hours Act stipulates that employees must receive at least a 15 minute break. Breaks lasting less than 15 minutes are still considered to be under working hours and just need to be paid.
Responsibility for temporary staff - if an employee becomes disabled, the employer is obliged to pay up to two years for the employee. This also applies to temporary employees, regardless of the number of hours they have worked.
Obligations to call forces - a call worker who falls ill must be paid. A call worker is entitled to payment of the average number of hours worked for the last thirteen weeks.
Rights standby workers - a call worker is entitled to at least three hours of pay per unplanned call, even when there is less work. This rule does not apply when it comes to a pre-arranged call.
Make sure you are well advised for the month of December and that you have considered the potential work load you'll face so that you can accurately hire the staff you need.