Roofing is one of the most seasonal industries out there. After hurricanes, during summer heat waves, or whenever storm damage spikes, roofing companies find themselves scrambling to hire more crews. The problem is that hiring quickly often leads to skipping steps that protect your business.
When background checks get skipped, supervisors are stretched too thin, or new hires aren’t onboarded correctly, it doesn’t just create day-to-day snags. It can land roofing companies in serious legal and financial trouble.
Here’s how to scale your workforce during peak seasons without putting your company at risk.
Why Seasonal Hiring in Roofing is Riskier Than You Think
Unlike office-based businesses, roofing companies have to manage employees out in the field, often working in small teams with limited oversight. That means one bad decision on the jobsite, or one accident in a company vehicle, can create major liability for the business.
Some of the biggest seasonal hiring challenges roofing companies run into include:
- Post-storm surges: When demand spikes, owners may hire anyone available (even if they’re not properly vetted).
- Field-based work: With crews spread across multiple jobsites, it’s harder to enforce company policies consistently.
- High-risk environment: Roofing is physically demanding, dangerous work. Falls, accidents, and heat-related illnesses are common.
- Compliance complexity: Seasonal hiring often leads to rushed I-9 forms, misclassified workers, or wage/hour errors.
These challenges are only amplified during busy seasons, which is exactly when roofing companies can least afford a lawsuit or fine.
Strategy #1: Don’t Cut Corners on Background Checks
It’s tempting to put someone on a crew right away when you have a backlog of jobs. But rushing the process creates big risks.
- Driving issues are common in roofing. Many companies have dealt with accidents, inebriated drivers, or employees hiding suspended licenses.
- Negligent hiring lawsuits: If an unchecked hire causes an accident, the company may be held responsible for failing to screen them properly.
Best practice: Always run background checks, including DMV records, before sending a new hire out in a company vehicle. It takes more time up front but protects you from much larger problems later.
Strategy #2: Balance Supervisory Coverage
When supervisors are stretched too thin, small problems on the jobsite can quickly turn into major ones. Without enough oversight, safety rules slip, documentation is missed, and inappropriate behavior goes unchecked.
Roofing crews often work in the field with limited visibility from management, which makes consistent supervision even more critical.
Best practice: Maintain a manageable ratio of supervisors to crew members. Make sure supervisors are trained not just in production, but also in spotting and addressing HR and safety issues.
Strategy #3: Stay Compliant with Onboarding
The pressure to get new employees on the roof quickly often leads companies to skip onboarding steps, which is where compliance issues creep in.
- I-9 documentation: Federal law requires all employees to be verified for work eligibility. Skipping this step can trigger ICE audits and fines.
- Worker classification: Misclassifying employees as independent contractors to avoid overtime or payroll taxes is a red flag for the Department of Labor.
- Wage and hour rules: Roofing companies frequently face disputes over overtime pay or exemptions.
Best practice: Have a streamlined onboarding process ready before your busy season begins. This ensures every employee is properly documented, classified, and trained before they hit the field.
Strategy #4: Plan Ahead for Seasonal Demand
The worst time to think about hiring is when you’re already behind on jobs. Planning ahead gives you a competitive edge.
- Keep a candidate pipeline: Stay in touch with potential workers year-round.
- Use referral incentives: Reward current employees who recommend reliable candidates.
- Refresh job postings: Have updated job descriptions ready to post as soon as you need them.
- Build your employer brand: Roofing technicians can work anywhere — make sure your company stands out as a place people want to work.
The Cost of Cutting Corners
Many roofing company owners assume they’ll deal with issues “if they come up.” But once they do, it’s usually too late to avoid the financial damage.
Lawsuits and settlements are one of the most common outcomes of sloppy hiring. Even when an employer did nothing wrong, many end up settling for tens of thousands of dollars simply because it’s cheaper than fighting the case in court. What might have felt like a harmless shortcut during a busy season can easily turn into a $20,000 or $30,000 problem.
Compliance fines are another major risk. If workers are misclassified or onboarding paperwork isn’t completed properly, the government won’t hesitate to issue penalties. Roofing is already a high-risk industry, and these types of violations add unnecessary costs on top of already thin margins.
And of course, safety incidents can be devastating. OSHA fines, medical expenses, and workers’ compensation claims can pile up quickly after an accident. Beyond the financial hit, these incidents damage morale and your reputation in the community.
In the end, cutting corners during hiring doesn’t just save time—it trades short-term convenience for long-term risk. The companies that invest in compliance and careful onboarding protect both their profits and their people.
Why Roofing Companies Are Turning to Fractional HR
Most roofing company owners didn’t get into business to manage I-9s, wage classifications, or HR investigations. Their expertise is in running crews, winning bids, and keeping projects on schedule. But as a company grows—especially during busy seasons—the HR challenges multiply quickly.
That’s where fractional HR comes in.
Fractional HR gives roofing companies access to seasoned professionals without the cost of hiring a full-time HR staff. It’s like having an expert on call who understands both compliance and the unique realities of roofing. Instead of reacting to problems after they happen, fractional HR helps set up proactive systems that protect the business, support employees, and free up owners to focus on running jobs.
Seay HR partners with the Florida Roofing & Sheet Metal Association (FRSA) and works directly with roofing companies across the state. That means we already understand the recurring challenges in this industry—from seasonal surges in hiring to compliance risks after hurricanes—and can step in with proven solutions right away.
Don’t Put Your Business At Risk
Seasonal hiring is part of the roofing industry, but legal trouble doesn’t have to be. By taking a proactive approach to your hiring practices, you can scale your crews responsibly and keep your business protected.
When in doubt, having experienced HR professionals in your corner can make the difference between a smooth season and one filled with costly setbacks.
Contact Seay HR today to learn how our fractional HR support can help your roofing company prepare for seasonal hiring and avoid unnecessary risks.
Please note: This article is for informational purposes only and does not constitute legal or professional advice. Seay HR makes no representations or warranties, express or implied, regarding the accuracy, completeness, or applicability of the information contained herein.
Seay HR disclaims all liability for any actions taken or not taken based on the information in this article. Readers are solely responsible for their own interpretation and use of this information.
