Top Tips on Employment Contracts for Hairdressing and Beauty

A contract of employment is a legally binding document, so you need to think carefully about the content in terms of the obligations it puts on you.

If you write it in there, you have to be prepared to do it! First of all, carefully consider the employment status of the people who work in your salon – are they:

• Self-employed e.g. rent a chair or freelance.
• Workers who you casually offer work to but they can turn down the offer.
• True employees—either part time or full time.

This crucial point will dictate the kind of contractual documentation you give them. Peninsula offers expert outsourced HR for beauty salons, contact us today and find our how we can help yours.

What if I directly employ them?

Where your staff are employees, you must give them a written set of main terms of employment by the time they start working for you, regardless of how many hours they work.

Those classified as ‘workers’ must also receive a written statement by the time they start work.

What about other policies?

Think about any other policies you want to include to protect you and give you flexibility, such as:

• Any private work undertaken not connected to the salon
• The right for you to recover training costs
• Rules around cancelling appointments
• The right to move staff to a different salon of yours

Without including these in the contract, it may be difficult to control these aspects of employment.

What if I want to amend my terms?

Contracts of employment can be amended, but because they’re legally binding documents, changes generally need to be agreed with the employees.

To get some immediate advice on any issues, call one of our expert advisors on 0800 028 2420. Alternatively, request a free consultation with our experienced team.