What are most important factors to consider when employing temporary staff?
The first thing you need to establish is whether you want to recruit a short-term casual employee or an agency worker that comes in as and when you require them. There is also the option of looking for someone on a fixed-term contract, where the individual is given a definite start and end date. However, the first two choices tend to be the most popular, particularly with smaller businesses like craft shops who often don't know how long or often they will want the extra help for.

Agencies are generally used by businesses who require last-minute help and would rather not have to deal with the often timely recruitment process involved – advertising, interviewing and so forth. Although there are many benefits to going down this route, there are definitely a lot of downsides as well and the quality of workers will often change considerably from one company to the next. I would therefore advise craft shop owners to be very careful when taking this option.

Casual workers are a very good choice, as retailers will be able to hire individuals according to when they are required and not be obliged to give them a set amount of hours per week.

How can retailers make sure they comply with the law?
The Government's DirectGov website should be their first port of call, as this will answer any questions they have about temporary workers and ensure they are aware of all the relevant legislation. The HMRC is also a good place to go for information, as are law firms who specialise in matters relating to HR. The latter option is definitely worth considering and although it might be an added cost that many businesses would rather not shoulder right now, it could save them a lot of money in the long run and is therefore certainly something to think about.

Craft shop owners will also need to check whether their employees have the right to work in the UK and ensure all legal requirements concerning younger staff members – minimum wage and rest breaks, in particular – are fully adhered to.

Do you have any tips?
The most important thing is to be as clear about what you are looking for as possible. Put together a document clarifying exactly the type of person you are interested in, what the job will entail and how much you will be paying an hour. Remember, although they will only be working with you for a couple of months, your customers won't know that and it's therefore vital to ensure they make the right impression and know as much about your products and the area you specialise in as your full-time employees.

Don't just advertise the position to anyone who happens to be looking for work at the time, but think about locations people interested in arts and crafts are likely to be going and place your adverts there. Colleges, local community centres and schools are definitely worth approaching and I would also recommend promoting any vacancies you have inside your store as well, as it is highly likely your customers will have friends or family members staying with them over the Christmas period who might be looking for extra income.

At the end of the day, good staff are the backbone of any business and it is essential to make sure every member of your team, whether they be permanent or not, is as dedicated, passionate and knowledgeable about your store as you.

Amy Richardson is a solicitor and employment law expert at Adams & Remers LLP in East Sussex.