Differences Between Seasonal vs. Part-Time Positions in Malaysia

Hiring flexibility is key for businesses facing fluctuating demand, whether during festive peaks like Ramadan or for steady, ongoing support.

Many Malaysian employers rely on seasonal or part-time workers to balance staffing needs and costs. But while both arrangements provide flexibility, their legal status, duration, and benefits differ significantly.

So, what makes seasonal and part-time positions different? Which option suits your business best? Find out the answer in this article.

What is a Seasonal Employee?

A seasonal employee is hired to meet short-term demand during specific busy periods, typically lasting a few weeks or months. They help businesses handle extra workload without the long-term cost of permanent staff.

The most common users of seasonal labor include sectors such as retail, hospitality, events, tourism, and logistics. Examples include:

Additional retail staff during Ramadan and year-end sales
Hotel staff hired during school holidays or festive seasons
Event crews for concerts, trade fairs, or product launches

Advantages for Employers

Flexible and cost-effective. Only pay for labour when needed.
Meets sudden surges in business during peak times.
Talent pipeline, where seasonal staff can be “tested” before being offered longer-term roles.

What is a Part-Time Employee?

A part-time employee works on a regular, ongoing basis but with fewer hours than a full-timer. Under Malaysia’s Employment (Part-Time Employees) Regulations 2010, part-timers work between 30% and 70% of a full-timer’s 48-hour week, meaning up to 31.5 hours per week.

Commonly, a part-time employee is useful in industries like retail, customer service, education, and administrative support. For example, a café assistant works five hours a day, four days a week.

Advantages for Employers

Reduced payroll cost while maintaining continuity.
Flexible scheduling ideal for students, retirees, or working parents.
Higher retention compared to seasonal hires due to ongoing work.

Key Differences Between Seasonal and Part-Time Jobs

Although both roles offer flexibility, they serve very different business needs. Below is a clear comparison to help employers understand how seasonal and part-time jobs differ in terms of duration, benefits, and legal coverage.

Aspect	Seasonal Employment	Part-Time Employment
Employment Duration	Short-term, tied to peak periods (e.g., festive seasons, events). Ends when demand decreases.	Ongoing or indefinite, with regular reduced hours throughout the year.
Work Hours	Often full-time hours for a limited period (e.g., 40-48 hours/week).	Works 30%-70% of normal hours (up to 31.5 hours/week).
Benefits & Entitlements	Usually not entitled to statutory benefits (EPF, SOCSO) unless stated in the contract.	Eligible for pro-rated statutory benefits such as EPF, SOCSO, and EIS.
Job Stability	Ends once the peak period or project finishes.	Continuous employment with flexible scheduling.
Purpose	To handle short-term demand spikes or special events.	To provide regular workforce support with reduced hours.
Legal Coverage	Covered under a fixed-term contract (subject to the Employment Act 1955).	Covered under Employment (Part-Time Employees) Regulations 2010.
Examples	Retail promoter, holiday hotel crew, delivery helpers, event staff.	Tutor, customer service rep, office clerk, café crew.

10 Common Seasonal and Part-time Positions in Malaysia

Here are some popular examples of seasonal and part-time roles often hired by Malaysian businesses:

Seasonal Positions

Retail sales promoter
Hotel housekeeping staff
Event crew or usher
Delivery rider
Warehouse packer
Exhibition or fair staff
Catering server
Theme park attendant
Festival merchandise vendor
Tour guide or assistant

Part-Time Positions

Barista or café crew
Customer service assistant
Tutor or instructor
Admin assistant
Cashier
Receptionist
Sales promoter
Social media assistant
Restaurant or service crew
Clerk or data entry staff

Many employers rehire strong seasonal workers as part-time staff after busy periods, reducing recruitment time and training costs

Employer’s Considerations Before Hiring

Before deciding whether to hire seasonal or part-time employees, consider your business goals and legal obligations.

Identify your workforce needs

Choose seasonal hires if your demand spikes for only a few months. If you need continuous but flexible manpower, choose part-time hires instead.

Clarify contract terms

Clearly state duration, pay rate, benefits, and termination conditions in the employment contract.

Ensure start and end dates are stated (seasonal roles) & specify weekly working hours and entitlement structure (part-time roles).

Ensure legal compliance

Follow the Employment Act 1955 and Employment (Part-Time Employees) Regulations 2010. Register eligible workers under EPF, SOCSO, and EIS, especially for recurring part-timers.

Plan Training and Onboarding

Short-term workers still need proper orientation. Assign supervisors or mentors to ensure service quality and productivity.

Seasonal hires can double as part-time talent pools. So, train them well to rehire easily next season.

FAQs

Can seasonal employees in Malaysia receive EPF or SOCSO contributions?

Only if their contract qualifies as employment under the Employment Act. Most short-term seasonal hires are excluded unless the company opts to contribute voluntarily.

How can employers convert seasonal staff to part-time or full-time roles?

If the employee performs well and business needs continue, offer a new contract with revised terms (hours, pay, and benefits). Always provide a written agreement.

What industries benefit most from seasonal hiring in Malaysia?

Retail, hospitality, logistics, and events, especially during festive periods such as Ramadan, Hari Raya, Chinese New Year, and year-end shopping seasons.

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