CASE STUDY

Putting Fair Work To Work Uig Sands Restaurant

Uig Sands Restaurant is located on the west coast of the Isle of Lewis. The restaurant opened in March 2019 and is owned by Dickon and Elly Green. Uig Sands takes pride in creating a work culture that they describe as a stress free environment. They combine excellent standards of service with a good work/life balance. Even during the peak season the business only opens five days a week.

The restaurant employs a mixture of permanent team members and both seasonal or part-time employees. Their Fair Work Action Plan primarily looked at ensuring that all the correct HR documentation was in place and what could be done to improve seasonal recruitment. The Uig Sands team is keen to understand what more can be done in this respect, especially if they decide to extend opening hours. Options being considered include arranging open days to support recruitment by showcasing what they do and enticing new employees to join them. They are also considering more structured one-to-one job chats to assess how the staff feel about working at the restaurant and to ensure expectations are being met on both sides. Finally, they are also looking into the potential of offering an apprenticeship scheme to support career development within the hospitality industry.

PILLAR 3 SECURITY: YOU ARE CONSISTENT AND FAIR

This is about the rewards you offer to employees in return for their hard work. In times when work is changing, this includes a commitment to offer decent contracts – and the appropriate use of zero-hour contracts when they are in the interests of both employee and employer.

Of course, earning a decent wage is important to everyone. Employers should should consider paying the Real Living Wage, which is a voluntary rate paid by employers who choose to go above and beyond the government minimum to ensure their staff are always paid a wage that covers the cost of living, alongside security of hours. Employers can apply for formal recognition via Living Wage Scotland through the Living Wage Employer and Living Hours Employer accreditation schemes. There are also many other positive practices that employers can adopt as part of their fair work approach – such as access to flexible and family-friendly working, the offer of sick pay and performance-related bonuses. In addition, in the hospitality sector especially, there are a wide range of other job-related benefits including free meals, live-in accommodation, and a fair share of all tips.

FAIR IN FIVE: Checklist

WHERE TO START, WHAT YOU’RE DOING ALREADY, SOME IDEAS...

Provide employees with agreed and predictable hours

Ensure the appropriate use of zerohour contracts

Offer flexible working options that are mutually beneficial

Always recognise and reward good performance

Review employment policies and employee rights

FAIR IN FIVE: Your Checklist

WHAT ABOUT YOUR IDEAS OR ACTION POINTS FROM YOUR SELF ASSESSMENT?