Questions we’ve answered
3429 employers in the hospitality sector already enjoy access to our 24/7, year-round advice line. We solve most cases in a single day.
Here are some of the issues we’ve helped resolve:
Do I need to pay my staff for trial shifts?
This depends on whether they do any work. If they do, then you should pay them at least the National Minimum or Living Wage. If they’re just shadowing other members of staff to get a feel for the role, you don’t have to pay them.
It can be difficult to figure out what you should be paying your employees. That’s why our employment law experts are always a phone call away.
Can I take uniform costs directly out of wages?
You can make deductions out of wages when they are required by law, authorised in a contract, or agreed in advance. If you do deduct uniform costs from wages, you must not take the employee’s pay below the National Minimum or Living Wage.
Watertight contracts can save you a lot of hassle, because they answer all the questions your employees may have. We can help you draft contracts and other documents so that your terms of employment are always crystal clear.
We have busy periods throughout the year. How do I stop my staff taking holiday during these periods?
If you need your staff to work at certain times of the year, outline it in their contracts. This will allow you to refuse an employee’s request to take time off during this period.
Even so, you should consider why the employee is asking for time off. If you refuse to let them attend a religious festival or take care of a sick relative, for example, they could make a claim of discrimination.
If an employee does make a claim against you, we offer extensive tribunal support. We’ll guide you through the whole process, from research to representation.
Do I need to give a contract to seasonal workers?
The law requires you to give a statement of main terms to all employees who have worked for you for more than one month. They should get this within two months of their start date. If you employ seasonal workers for less than a month, you don’t have to give them a statement of main terms.
If you’ve no idea where to start, we can help you draft a statement of main terms. You can then give a copy to your employees so they’re aware of the rules and procedures of your business.
Bar worker dismissed for social media comments
A well-known chain of bars had a social media policy that banned employees from using Facebook at work.
This didn’t stop a member of staff from posting rude and derogatory comments about a group of customers. Over 650 people saw the comments, including the daughter of one of the customers. She reported the comments to the bar, who then dismissed the employee for bringing the company’s reputation into disrepute.
The employee claimed unfair dismissal, but the tribunal sided with the employer. The employee had breached the social media policy, lowered the reputation of her employer, and betrayed their trust.