Table of Contents

For many businesses, the holidays bring a surge in demand. Holiday staffing means hiring and managing seasonal employees to handle heavier workloads, fill in for team members on vacation, and keep operations running during the busiest time of year.

According to the Bureau of Labor Statistics, the job openings rate in professional and business services was 5.0% in December 2025, compared with 4.0% across all industries. Even at the end of the year, many employers are still trying to fill open roles.

Below, you’ll see when holiday staffing makes sense and when it may not be the right fit.

---

When Holiday Staffing Makes Sense

1. You’re Facing a Seasonal Demand Surge

Retailers, restaurants, hospitality venues, call centers, and warehouses often see their busiest months between November and January. If your core team can’t keep up with the spike in customer traffic, holiday staffing can be the key to avoiding service slowdowns and missed sales.

2. Your Team Is Burnt Out or Understaffed

If your full-time staff is already stretched thin, or several employees are planning time off, bringing in extra help can prevent burnout. Even a few extra hands can make a big difference in morale.

3. You Want to Maintain High Customer Service Standards

Busy doesn’t have to mean chaotic. When you’re properly staffed, customers still get the service they expect. Whether that’s faster deliveries, shorter wait times, or more personalized attention, extra coverage ensures your brand doesn’t suffer.

4. You Want to Test Future Hires

Seasonal hires can double as trial runs for permanent roles. If someone shines during a high-pressure season, chances are they’ll thrive long-term.

5. You Have a Trusted Staffing Partner

If you’re working with a staffing agency that knows your business and industry, the process becomes faster, smoother, and more reliable. A good partner helps with sourcing, screening, and compliance, so you don’t have to do it all yourself.

Related: Why Use a Staffing Agency? The Real Advantages and Considerations

---

When Holiday Staffing Doesn’t Make Sense

1. Your Business Doesn’t Experience Seasonal Fluctuations

If your demand stays consistent throughout the year, adding seasonal staff may be unnecessary overhead. The cost and effort of onboarding short-term workers might outweigh any benefit.

2. Training Temporary Workers Isn’t Feasible

Do your roles require weeks of onboarding or a deep understanding of complex systems? If so, it may be tough to ramp up seasonal employees quickly enough to justify their hire.

3. You’re Already Fully Staffed and Cross-Trained

If your existing employees are flexible and capable of covering for one another, you may not need additional people. Instead, you could consider incentives or rotating shifts to maintain balance.

4. The Cost Outweighs the Benefit

Between higher seasonal wages, time spent training, and potential turnover, holiday staffing can get expensive fast. Always weigh the financial return of seasonal hiring before moving forward.

5. You Don’t Have the Infrastructure to Support More People

Onboarding, scheduling, payroll, and compliance all get more complex with seasonal hires. If your internal systems are already stretched thin, consider using employer of record (EOR) services or payrolling solutions to handle the administrative work, so you can add people without adding paperwork.

Related: What is Payroll Staffing? A Practical Guide for Businesses

---

Holiday Staffing for Manufacturing and Warehouses

Manufacturers, distribution centers, and warehouses often feel a year-end push too: peak shipping volume, year-end production targets, and customer orders that need to ship before January. These roles come with their own staffing questions:

• Safety training: Production and warehouse workers need safety onboarding before their first shift, so build that time into your schedule.
• Skills and certifications: Forklift certification, machine operation, or quality inspection experience narrows the candidate pool. Start recruiting earlier for these roles.
• Shift coverage: Extra shifts and weekend runs need people who are available on those schedules, not just more headcount.
• Year-end time off: Experienced operators and leads often take vacation in late December. Plan coverage for those weeks first.

Planning at least 4 to 8 weeks ahead gives you time to recruit, screen, and train before the rush starts.

Related: Seasonal Staffing Made Simple: A Practical Guide for Employers

---

What to Consider Before You Decide

Not sure if holiday staffing is the right move? Ask yourself:

• Will demand significantly increase during the holiday season?
• Can your current team realistically handle it?
• Is it more cost-effective to pay overtime or to bring in temps?
• Do you have the systems in place to manage short-term employees?
• Would your business benefit from testing seasonal workers for potential long-term fit?

If you’re unsure, it may help to explore other flexible solutions, like partnering with a direct-hire recruitment agency that can tailor a short-term or long-term solution to fit your needs.

Related: Is Direct Staffing Right for Your Business? Here’s How to Decide…

---

Conclusion

Holiday staffing doesn’t fit every business. It works best when demand rises on a predictable schedule, your team is already stretched, or you need coverage for year-end time off. If that describes your situation, start planning your seasonal hiring now, before the rush begins.

Looking for help deciding? Reach out to Amtec and let’s create a customized staffing plan that works for your busiest season.