The Government has now confirmed its plans for apprenticeship funding, following the consultation in August 2016.
The Government has set a new apprenticeship target that 2.3% of the workforce must be apprentices from April 2017. These targets cover all employers, in all sectors, including public sector bodies.
The BHA welcomed the Governments acknowledgement, in its ‘Five-Point Plan’, that there is a need for training arrangements and apprenticeships in that better reflect the unique needs of hospitality and tourism businesses.
Apprentices work towards a work based qualification; partaking in both work and study, from anywhere from one to four years. Qualifications are achieved through a mixture of learning ‘on site’ skills, and studying at an institution such as a college. For more details regarding apprenticeships, read this policy guide created in collaboration with BHA Partner, Boyes Turner.
Big Hospitality Conversation
The Big Hospitality Conversation is a nationwide initiative led by the British Hospitality Association in partnership with Springboard, Believe in Young People, DWP, National Apprenticeship Services, and Barclays. It brings together influential industry leaders from the top hospitality businesses with young people to stimulate an important dialogue between them on employability skills, work experience and apprenticeships, to encourage and offer more quality work experiences, more apprenticeships, and employ more local young people, and to take a powerful message to Government, through BHA, to gain proper recognition about the important and significant contribution the hospitality industry is playing to stimulate economic recovery, address youth employment and stimulate growth.
The BHA believes that growing the hospitality and tourism industry is one of the most effective ways to reduce youth unemployment within Britain. We are on track to deliver 60,000 work placements, jobs and apprenticeships for Britain’s young people by the end of this year through the success of our programmes such as Hospitality Works and the Big Hospitality Conversation.
Low Pay Commission recommendation for National Living Wage rate (November 2017)
The Low Pay Commission (LPC) has the task of recommending increases to the National Living Wage (NLW). In November 2017 the LPC provided its latest forecast based on the most up to date data.
Managing the National Living Wage
As a highly price sensitive industry, the introduction of the National Living Wage will have a significant impact on the ability of most hospitality businesses to drive greater revenues by increasing price will be restricted. The BHA will to continue to analyse the potential impact of the Chancellor’s announcement and submit evidence to the Low Pay Commission, and seek constructive dialogue with HM Treasury to drive further economic growth and employment.
National Living Wage Guide
There are currently four rates of the National Minimum Wage based on age and from April 2016 the National Minimum Wage Regulations 2016 will introduce a fifth category of worker where the NLW will apply. Read this policy guide created in collaboration with BHA Partner, Boyes Turner, for practical points about the National Living Wage.
Interns and Work Experience Students and NLW/NMW
The legal status of interns and work experience students in hospitality can be uncertain. This briefing is intended to summarise the key issues to be considered and provide a checklist of what to consider when bringing interns or students into your organisation..
Gender Pay Gap Guide
The gender pay gap is defined as the relative difference in the average gross hourly earnings between women and men. New government proposals, once passed, will require organisations that have over 250 employees to report on any gender pay gaps within their business. This policy guide created in collaboration with BHA Partner, Boyes Turner, provides businesses with further information about requirements and potential penalties.
Holiday Pay Guide
The distinction between basic and additional holiday has been important in subsequent court cases concerning statutory minimum holiday. The right to take and be paid statutory holiday is applicable to workers and not solely employees. Check out this guide created in collaboration with BHA Partner, Boyes Turner, for more information.
Holiday Pay on Overtime
The current interpretation of the Working Time Directive in relation to holiday pay on overtime as a result of an Employment Appeals Tribunal (EAT) ruling (Bear Scotland v Fulton). The BHA will continue to update members on holiday pay on overtime as developments occur.
Holidays and Sick Leave
What is going on with the law about holidays and sick leave?
The Working Time Regulations 1998 are the statutory instrument that regulates maximum working hours for people employed in the United Kingdom. It applies to all employees including young workers and trainees.
Modern Slavery Act 2015
The principal purpose of the Modern Slavery Act is to consolidate existing legislation relating to slavery, including human trafficking, forced labour and other forms of exploitation, into a single statute to tackle modern slavery and enhance protection for victims. This policy summary provides hospitality businesses with top tips to ensure best practice.
Modern Slavery Act Information
The aim of the Modern Slavery Act 2015 is to ensure organisations are transparent about what they are doing to tackle slavery and human trafficking. To find out what this means for businesses, read this policy guide created in collaboration with BHA Partner, Boyes Turner.
Modern Slavery Act Template
BHA partner Boyes Turner provides a template for your business' Modern Slavery Act Statement.
The Stop Slavery Hotel Industry Network
The Stop Slavery Hotel Industry Network brings together various stakeholders within the hotel industry to address modern slavery.
How to minimise the risk of employing illegal workers in your hotel
Employers could face criminal charges if they or any person on their behalf employs an illegal worker.
From October 2012, legislation states that all employers in the UK must automatically enrol employees into a qualifying workplace pension scheme. This legislation sets out the minimum standards for pension schemes which employers use for auto enrolment for the next 5 years and beyond. The largest employers in the UK were required to comply from October 2012, with the implementation for all current employers concluded by April 2017.
Dress Code Policy Guide
Most employers have a policy or uniform code to govern the appearance of employees whilst at work. Many of these policies will contain a brief statement requiring employees to “dress smartly and appropriately” or wear a required uniform. However, some employers, particularly in the customer service sector, have been found to have prescriptive dress codes, particularly for female members of staff. It's important to make sure that your dress code policy does not breach equality laws.
For more information on dress codes and what you need to do, read this policy guide created in collaboration with BHA Partner, Boyes Turner.
Social Media Policy
Relevant to all employees, this guide should be made readily accessible. All employees should receive a copy of the same when starting with the company.
The Dos and Don'ts of Social Media
A quick fire guide about how to stay out of trouble when using social media at work or at home if your business or people connected with your business will potentially see what is posted.
Using Social Media on Behalf of the Business - An Employee Guide
Boyes Turner outlines a guide that should be distributed to all employees and their line managers who use their social media as part of their job.