Salonfocus Spring 2023

THE CUT

5 Hello and welcome President Amanda Lodge-Stewart talks about listening to Members and offering the best support

6 The 11 things you need to know this issue

From the latest industry survey results to advice on chair renting and the latest on T levels

THE BUSINESS

22 Flexibility

Creative thinking and an adaptive approach to business could benefit salon owners and prepare them for the future

26 Attracting staff

How can employer branding help your business compete for the best talent?

29 Client wellbeing

Hair and beauty professionals are ideally placed to spot health issues in their clients. How can you help?

32 Troubleshooting

How to keep your cool and stay calm when dealing with the unexpected

35 T Levels

The hair and beauty T Level launch has been deferred to 2024. Here's what you need to know

38 HR series part 1

Answering your main HR queries on annual leave calculations

41 Family enterprise

Three family businesses share their multigenerational setups and what everyone can learn from them

THE INSPIRATION

44 Mood board

A salon teams shout out

46 What’s trending

From foot botox to unique pampering treatments

48 How to... Increase your prices

THE END

50 60 seconds with...

The new NHBF Amanda Lodge-Stewart

The new NHBF president

The magazine of the National Hair & Beauty Federation

THE NHBF

One Abbey Court Fraser Road

Priory Business Park Bedford MK44 3WH 01234 831965 nhbf.co.uk sfenquiries@salonfocus.co.uk

CHIEF EXECUTIVE

Richard Lambert

DIGITAL MARKETING DIRECTOR

Samantha Turner-Meyern

EDITORIAL

Editor Aviva Attias aviva@salonfocusmagazine.co.uk

Assistant editor Hollie Ewers

Content sub-editors James Hundleby, Kate Bennett

DESIGN

Senior designer Tom Shone

Picture researcher Claire Echavarry

ADVERTISING

advertising@salonfocusmagazine.co.uk 020 7880 6230

PRODUCTION

Production director Jane Easterman

Account director Emma Godfrey emma@salonfocusmagazine.co.uk

PRINTER

Manson Group, St Albans

COVER ILLUSTRATION

Adobe Stock

© The NHBF 2023

All views expressed in salonfocus are not necessarily those of the NHBF. All efforts have been taken to ensure the accuracy of the information published in salonfocus

However, the publisher accepts no responsibility for any inaccuracies or errors and omissions in the information produced in this publication. No information contained in this publication may be used or reproduced without the prior permission of the NHBF.

Recycle your magazine’s plastic wrap.

Check your local LDPE facilities to find out how.

Firstly, a big thank you for welcoming me into the NHBF as your new president. I’m honoured to be in this position and excited to get to know and work with the new board members. I’m passionate about our industry and look forward to hearing from Members on how we can best support businesses. Find out more about my vision on page 50.

While the most recent NHBF State of the Industry report shows the reality of how hard business owners are having to work and the continued support needed by the government to help our brilliant sector thrive (see page 6), there was at least some good news: the Energy Bills Discount Scheme announced for UK businesses earlier this year (page 19).

We were also pleased that the launch of T levels has been delayed until September 2024 (page 15). Not because they aren’t vital, but it's imperative to allow for sector-wide clarity on the opportunities this new standard will bring. Learn about the T levels on page 35.

There is of course much more to be done by the government, and the NHBF will continue to campaign on your behalf. See Richard Lambert’s statement about the Spring Budget

2023 at nhbf.co.uk/spring-budget. In the meantime, experts and Members share insider tips on how to help your business stay ahead. As you’ll discover on page 22, it’s about adapting and taking a flexible and creative approach. Businesses who did this during the pandemic are reaping the rewards.

An ongoing issue for the industry is unfilled vacancies, highlighting the importance of being attractive to staff as well as clients. Employer branding can help your business compete for and retain the best talent (page 26).

And when it comes to just getting on with it – but your salon equipment, or perhaps extremes of weather, have other ideas – head to page 32 for practical guidance on troubleshooting.

As if more proof was needed about how valuable you all are, health organisations are recognising the trusted places you create for clients to open up about their wellbeing. There are now more resources to help, too (find the details on page 29).

Oh, and salonfocus is now award-winning! (page 21) – great news for raising the profile of the industry further. Here's to all of you!

NHBF PRESIDENT AMANDA LODGE-STEWART

WE NEED CONTINUED SUPPORT TO HELP OUR BRILLIANT SECTOR THRIVE

THE

The 11 things you need to know this issue...

responses received between 9 and 18 January 2023

95%

THE NHBF IS CALLING FOR...

● Further targeted support on energy.

● Wider business support in terms of debt repayments, loan repayment flexibility and restraint on further rises to the NMW and NLW.

● Securing future sector talent with apprenticeship incentives up to £3000 per employee.

● Urgent review of taxation that is disincentivising growth.

● A crackdown on tax-evading businesses. Read the full report at nhbf.co.uk/state-of-the-industry-2023

A RENEWED FIGHT FOR SURVIVAL 488

The NHBF’s latest State of the Industry quarterly survey (published in February 2023) shows further evidence that the sector is slowly recovering, but is urging further targeted government support to ensure business survival and growth.

With rising energy and business costs and declining consumer confidence, the sense of uncertainty that returned in September has now bedded in. Businesses are most worried about energy costs, supplier costs and rises to the National Minimum Wage/National Living Wage (NMW/NLW). And, in response to these worries, they are removing non-essential expenditure, increasing prices and holding off taking on staff or apprentices.

● 25% of businesses (up from 19% in September) are making either a small or substantial loss; 30% are making a small or good profit (down from 35%), and 44% are breaking even.

● 51% of businesses raised their prices over the previous three months; a further 66% will do so over the next three months (see page 48 for advice).

● 71% of businesses are either partially or completely reliant on government support. This reliance peaked at 81% in January 2022.

Staffing and recruitment

● In the next three months, only 15% of respondents are

‘definitely’ or ‘likely’ to take on new staff (12% in September).

● Over the last three months, 21% have cut back on apprentices (25% in September). Only 9% were ‘definitely’ or ‘likely’ to take on apprentices in the next three months.

● Half of businesses (50%) say they either were not sure or would not be supporting apprentices to the end of their course.

The future

● Only half (49%) of businesses are confident of their survival; 44% are not sure whether they will survive over the next six months, until June 2023.

● At the same time, 30% say that they intend to grow their business either rapidly or moderately.

Commenting on the survey results, NHBF chief executive Richard Lambert said the hair and beauty industry is now faced with a renewed fight for survival after businesses have battled through the last two years.

‘The latest survey results show that businesses already in debt are still grappling with rising energy costs, supplier and staff costs. With continued and targeted support from the UK Government, we are confident that the personal care sector will be in position to play a central role in the UK’s economic growth, thriving high streets and community wellbeing into the future.’

were salon or barbershop owners were selfemployed were space renting, mobile or freelance SECTOR SURVEY THE CUT SALONFOCUS | SPRING 2023

NHBF ANNOUNCES NEW PRESIDENT AND BOARD MEMBERS

NHBF Members voted in January to elect a new president and the successful candidate was announced as Amanda Lodge-Stewart from The Link Training Academy.

The new NHBF board members were also elected: Samantha Cunningham of Shine Southampton, Joanne Johnson of Bliss Hair Design in Ashtonunder-Lyne, Jamie Mettyear of Mettyear’s Day Spa in Herne Bay, and Carolyn Sweeney of Creations, Chichester.

The new president and board members were installed at the NHBF’s Annual General Meeting in London on 29 January. They have been elected for a three-year term. See opposite for more on the new additions to your board, and for an insight into the new president (below), see page 50.

SAMANTHA CUNNINGHAM

I have been a successful salon and academy owner since 2001. The challenges that being a woman in business can bring have made me more determined to succeed and make a difference.

My salon/academy is situated in the heart of the University of Southampton in Highfield. The business was voted in by students and staff but it has also gained a fantastic reputation in our community. We were involved in the sustainable salon drive for VTCT and City & Guilds and have been involved in many community projects for raising awareness of our carbon footprint.

My salon is managed by my senior colour technician while I focus my attentions on apprenticeship and private training, mentoring and coaching budding hairdressers, barbers and assessors.

CAROLYN SWEENEY

I joined the hairdressing industry as a Saturday girl aged 14 and never looked back. Following my apprenticeship, I enjoyed the creativity of being a stylist, but soon discovered I had the ability to bring the best out in others and went on to manage a team. In 1998 I opened Creations Hair Salon in Chichester, followed by Creations Barbers and then Chichester Hair Academy delivering NVQ education. For many years I worked as head lecturer at 365 Business Coaching and in 2016 I set up Kin Connect coaching and now deliver business education working with many salon owners across the UK.

JOANNE JOHNSON

I am a qualified stylist, salon owner and a tutor with more than 30 years’ experience in the

industry. I have owned my own business since 1996 and running my salon has equipped me with the skills to budget, manage finances, plan and keep on top of changing legislation.

I am also a tutor/ assessor within all aspects of education. I value my position assisting and supporting people on their learning paths.

I always adopt a caring, positive attitude.

JAMIE METTYEAR

After 14 years in the industry, I opened my own salon, spa and cafe in 2017 and now have a team of 15 staff. I feel I’ve created the perfect destination for customers to enjoy. Ongoing training for staff development is always a big priority, along with exceptional customer service commitment.

I recently won Best Hair and Beauty Salon Business in Kent at the 2022 Business Excellence Awards.

Amanda Lodge-Stewart from The Link Training Academy, Huddersfield

YOU ASKED, THEY ANSWERED

Tina BeaumontGoddard, NHBF director of membership says: Chair renters or space/ room renters are self-employed stylists, barbers, beauty therapists, nail technicians or similar. These individuals will be supplying services directly to their own clients and will conduct all or part of their businesses from within your premises.

Chair/space/room renting is a very different relationship to having employees and if not operated properly HMRC (and others) might see through this. While it remains impossible to set down a clear set of criteria against which an individual’s employment status can be defined, HMRC has published

guidance on the intent and general principles of establishing a business relationship between the salon owner and self-employed contractor, rather than that of employer and employee (see Resources). The NHBF also has a range of agreements and resources available to Members.

Written agreements

Not working to the agreement can be just as harmful (if not more) than not having one at all.

Issues to consider

● Chair renters can choose their own working hours, what they wear, and can set their own prices, whereas your employees will be expected to adhere to the terms of their employment contract and the salons policies and procedures. This could cause issues if you have a mixture of employees and chair/space/room renters within your salon or barbershop.

● As a salon or barbershop owner you will no longer have complete control of your own branding, image and marketing activities, as the chair renters will be doing their own marketing.

● You cannot expect your chair renter to train your new employees or apprentices, they can also not be expected to manage the salon or salon team.

● You cannot expect chair renters to maintain your salon or barbershop standards by taking part in any training or continual professional development you may provide to your employees.

● You should also consider the impact of data protection – if client data is being exchanged between both parties (for instance, data stored on salon software) they should ensure their privacy policies are updated to reflect this. Clients need to be aware of how their data is being used.

More than 60% of hair and beauty salons in the UK operate a selfemployed model in some capacity

There should be a clear written agreement between the salon or barbershop owner and the self-employed individual that accurately reflects the actual working practice. Both business owners should be able to understand the impact of the agreement they are signing as this will reflect what both parties should be doing in practice. The agreement will only be effective if it is a true reflection of the relationship.

If in doubt, it’s important to seek legal advice from an employment lawyer regarding employment status and tax status advice from a tax advisor.

RESOURCES

● HMRC VAT Taxable Personal Manual: bit.ly/VAT-taxable-person-manual

● NHBF Chair, space and room renting for salon owners guide: nhbf.co.uk/chair-renting-guide

● NHBF Self-employed chair/space/room renters checklist: nhbf.co.uk/chairrenting-checklist

I’m thinking of having a chair, space or room renter in my salon – what do I need to consider?

GARETH WILLIAMS

DO YOU SEE YOURSELF AS AN INFLUENCER?

I see myself as an educator first, sharing my takes and techniques on consumerfocused hair – my content is relatable to the salon, so I feel that’s why people connect with it.

DO YOU FEEL A RESPONSIBILITY TO YOUR FOLLOWERS?

I do – I’m always trying to break things down further and represent the ‘why’ in all my content. I like to try and simplify things so that people can take away how I have approached something.

WHO INFLUENCES YOU?

I always go over big career decisions with my husband, as he is so nitty gritty with the detail and makes me pay attention to things I might not naturally be inclined to. My father-in-law is a successful entrepreneur and always has a fresh take on situations, so I listen to their opinions first and then decide.

WHO DO YOU FOLLOW ON SOCIALS?

I love following James Earnshaw Hair (@jhair_stylist): he strikes a beautiful balance for commercial hair that’s super

interesting. I also follow Instagram growth coach @brock11johnson to get inspiration for trying new things with my content and keep up to date with new features.

HAVE YOU ALWAYS WANTED TO WORK IN THE INDUSTRY?

Always – I couldn’t imagine being anywhere else. I started working in my local salon at 13. At first I just loved

being in an adult environment, but with each working day I fell in love with the transformative aspects of what the stylists were doing. To me, the salon felt like a high-energy environment with a lot of laughs, creativity and socialising.

WHAT DO YOU LOVE ABOUT YOUR JOB?

I think it’s where it has taken me. When I was 16, doing my apprenticeship, I never visualised that it would lead me to where I am now. I get to travel the world showing my take on hair, meeting stylists from different backgrounds and with different approaches to hair. I just love meeting people!

WHAT HAS BEEN KEY TO YOUR SUCCESS? Asking questions. I’m always asking someone why they’re doing what they’re doing – I want to know how your mind worked to get you to this thought, this process, this technique. I will always take something new from any seminar I go to – knowledge is powerful.

TELL US SOMETHING PEOPLE MIGHT NOT KNOW ABOUT YOU…

I held myself back in my career by feeling insecure about my creativity. Creativity comes in many forms but is outwardly viewed as being ‘arty’ or ‘musical’. Once I understood my creativity, I was able to move forward with it. My strength is I’m a great problem solver!

WHAT DOES 2023 HAVE IN STORE?

I’ve got seminars and shows planned around Europe and the US. I’ll also be doing some in-person education and creating consumer-focused hair.

STATS

NHBF rating: 5/100

TT and IG: @garethwilliamshair

IG followers: 106k

Top video views on TT: 253.2k

An educator and colourist, Gareth came fifth in the NHBF’s Top 100 Influencers Index 2022.

Kleek Apprenticeships

Introducing the Level 3 Wellbeing and Holistic Therapist Apprenticeship.

This comprehensive training programme equips apprentices with the skills, knowledge, and practical experience to provide holistic therapies and treatments. The programme covers a broad range of techniques, including massage, reflexology, aromatherapy, and complementary therapies, with a focus on promoting overall wellbeing and improving health outcomes. Apprentices enrolled in this program will learn about anatomy and physiology, the principles of holistic therapy, and how to design and deliver personalised treatment plans that meet the unique needs of each client. They will also develop communication, interpersonal, and business skills. Upon completion, apprentices will have a deeper understanding of holistic health and wellness and be equipped to provide a range of treatments that promote physical, emotional and spiritual balance. This programme is an excellent choice for anyone interested in a career in the growing field of holistic healthcare.

Keeping you in the know

Salon software

The sharpest solution to manage your business.

Ever wished you had an extra pair of hands to manage your hair or beauty business? Salon by Premier Software® is the management solution that offers a helping hand so you can focus on what’s important.

Whether it’s helping to place a booking online or at reception, Salon assists your team to look after clients and their booking preferences. That includes recording details on client cards, such as medical information, contact details, as well as staff and marketing preferences.

One key problem that many salons face is no-shows. Using Salon’s ability to set booking deposits, combined with its booking confirmations and reminders, you can deter

last-minute cancellations and no-shows wherever possible. These can be sent via email or SMS, in addition to any automated marketing to promote your offerings.

Alongside plenty more features, including loyalty schemes, staff management, social media integration, retail, and business reporting, Salon nails your business needs.

To find out more about Salon, go to premiersoftware.uk/products/salon

Get involved!

salonfocus

We would love for you to share your insight into the industry, or talk about the issues you have faced in running your business. Perhaps you have lots of contacts who would be able to help us ensure that member voices are heard in our articles.

EAB volunteers will play a vital role, helping to reflect the views of the NHBF Membership, provide expert advice and insight into the

subjects that matter, and supply industry contacts to the salonfocus editorial team.

The EAB needs to reflect the diversity across all three industries in the UK – hair, beauty and barbering. So, if you’re a salon or shop owner, and you’ve got something to share, we’d love you to get in touch.

EAB Membership is open to all NHBF Members and will last for a minimum of three years.

WHAT WOULD YOU NEED TO DO?

1. Assist in the general planning of future issues by:

● Attending two meetings each year (virtually)

● Bring fresh content ideas to each meeting

● Discuss latest developments and how these could be reflected in the pages

● Provide your expertise.

2. Ask everyone you know to share their stories and experiences with the team to feature in the magazine.

3. Ensure key NHBF messages are shared, and the magazine is promoted to colleagues and fellow Members.

Interested?

To apply, send your CV and a brief cover letter or video (no more than three minutes) outlining why you would like to join, and what you feel you can bring to the board by 30 May. Applications and short videos should be sent to Emma Godfrey at emma@salonfocusmagazine.co.uk Feel

is here for YOU. Packed with news and views, hot topics, and top tips, it provides all the insight and resources you need to run a profitable business.

NOW, for the first time, we’re launching an editorial advisory board (EAB) so YOU can help shape future content and be a part of our award-winning magazine.

T LEVELS START DATE POSTPONED

The launch of T levels in hairdressing, barbering and beauty therapy has been deferred until next year.

to consult with employers and sector bodies to ensure the successful launch of T levels in 2024.

Caroline Larissey, NHBF director of quality and standards, said she was delighted that the DfE had taken on board concerns regarding the launch, after a meeting with DfE director Sue Lovelock.

Caroline said: ‘We need more time as a sector to introduce the T levels to employers so that they understand that T levels will provide a broad education offering across the sector, not a replacement for the NVQ.’

New innovations for accessible beauty include a voice-enabled make-up assistant app and technology advancements via smart motion, magnets and scanning.

The announcement was made by the Department of Education (DfE) and the Institute for Apprenticeships and Technical Education following consultations with Ofqual and relevant awarding bodies.

While, until recently, the original launch date had been September 2023, it was decided that more time is needed

She added: ‘We need time to educate salon owners on T levels, the breadth of education that will be covered and the opportunity of taking a student on a work placement.’

In the meantime, turn to page 35 to discover why T levels are needed in the first place and what they are all about, so that by the time they are launched, you’ll be in the know.

Government announces phased introduction of Making Tax Digital for ITSA

Self-employed people and landlords will have more time to prepare for Making Tax Digital for Income Tax Self-Assessment (MTD for ITSA).

Understanding that this group is currently facing a challenging economic environment, and the transition to MTD for ITSA represents a significant change to taxpayers and HMRC for how self-employment and property income is reported, the government is giving a longer period to prepare for MTD.

The mandatory use of software is therefore being phased in from April 2026 rather than April 2024.

Beauty salons have prospered UK high streets. BBC analysis revealed a 5.9% increase in beauty services from 2020 to 2022, with a 6.5% increase in London.

salo on UK 5.9% i s t i

Innovators at Notpla are solving beauty’s packaging problem – an alternative to plastic, it’s made from seaweed and plants, and entirely biodegradable

ng ve

84% of men feel negative when they go out without a fresh haircut or beard trim. 81% feel most confident in the two-week period after their visit to the barber.

#mascaratrend has racked up more than 100 million views on TikTok, but it’s being used as a code word to sidestep moderators when talking about sex.

Models were seen sporting ‘bad hair day’ looks on the catwalk during Paris Fashion Week, with dishevelled ponytails, matted cowlicks and fuzzy manes. s.

WHAT’S HOT, WHAT’S NOT

Beauty and the barber

Jamie Lea Gardiner wanted her barbershop to provide a ‘bobby dazzling’ experience for young and old. How did she do it?

Having spent many nights dreaming about her own barbershop business, Jamie Lea Gardiner started out on her own in 2017. Some laughed at her idea to provide beauty treatments such as facials and head massages, but within two years of opening Bobby Dazzler Male Grooming Specialists she was winning awards – most recently Best Male Grooming Venue at the North East Beauty Industry Awards 2022.

Starting out in a room within a salon, Jamie has since taken over the rest of the salon space, plus new staff, to cope with the demand for her barbering and grooming services. What is her success down to? ‘Just believing in yourself,’ she says. But it’s obvious that hard work and talent have also contributed.

Being different

Recognising a gap in her local market, Jamie planned her services extensively and says her business has gone from strength to strength – despite some saying that the local clientele wouldn’t be interested in beauty treatments.

‘We have a regular haircut, which is what everyone started with, but they started trying the ‘signature haircut’, which is more in-depth and includes a shampoo and condition, hot and cold towels, a head and neck massage and a drink,’ Jamie explains. ‘It offers men a chance to relax and switch off – I think that makes a difference.’ Other services include a range of shaves, from a standard one to one that incorporates a facial steamer. Beard trims, eyebrow threading and wax treatments are also available. ‘Sometimes, if the shop’s quiet, I dim the lights and put music on during the service,’ says Jamie. She hopes that, by offering space and services that help men find a little ‘inner peace’ and

forget about things for a while, she can make a difference in their lives.

‘A lot of people leave with a spring in their step – they feel better, they look good, and that’s what it’s all about.’

The right atmosphere

Jamie keeps a jar of affirmation cards on her counter and encourages clients to take one as they leave. ‘They lift people’s spirits and inspire them to be more mindful,’ Jaime says. ‘One client picked a card that read: “Go out into nature and feed the birds”, which he laughed at. But I asked him about it when he next came in and he had been to the park and fed the birds with his kids – so they do work!’

Jamie is also skilled at dealing with kids (she has four boys of her own) – lots of parents bring children in for their first haircut, with Jamie providing a certificate and Polaroid to capture the event. She insists that her shop’s appeal for all ages lies in creating a good atmosphere for staff and clients: ‘Making sure my staff are happy and comfortable means they’ll ensure the clients feel the same, and that means they’ll keep coming back.’

TOP TIPS FOR NEW OFFERINGS

● Focus on what it is you want to provide

● Discuss your ideas with clients and see what they think

● On quiet days, offer a new service to try as a complimentary extra

● If a client is booked for a regular haircut, provide an added extra like a short head massage – they might book it for next time

● Don’t be afraid to try something different or alternative.

MALE GROOMING

NEW ENERGY BILLS SCHEME

At the start of the year, the government announced the new Energy Bills Discount Scheme for UK businesses, charities, and the public sector.

From April 1 2023 to March 31 2024, eligible non-domestic customers who have a contract with a licensed energy supplier will see a unit discount of up to £6.97/MWh automatically applied to their gas bill, and a unit discount of up to £19.61/MWh applied to their electricity bill, except for those benefitting from lower energy prices. Customers do not need to apply for their discount. As with the current scheme, suppliers will automatically apply reductions to the bills of all eligible non-domestic customers.

UK NMW and NLW increases

The government has announced the rates of the National Living Wage (NLW) and National Minimum Wage (NMW) for all age groups, which will come into force from April 2023 (so by the time you read this). By doing this, it has adopted all of the Low Pay Commission’s recommendations.

The rates apply from 1 April 2023 and are as follows:

Responding to the announcement, NHBF chief executive Richard Lambert said: ‘We are relieved that the government has answered our call and that the hair and beauty sector will at least receive some support via the Energy Bills Discount Scheme. However, many will see the discount swallowed up in the first month or two of the energy price increases they are already facing.’

For more on the Energy Bills Discount Scheme, visit gov.uk/guidance/energybills-discount-scheme

Have your say!

The salonfocus readership survey is your chance to tell us what you think about your membership magazine, and to help shape the content you read and learn from.

What do you really think of your membership magazine salonfocus?

Love it but wish there were certain topics covered more often, or perhaps in a different way? Are there areas not being covered that you would like to read? What articles do you find most interesting? And is there anything you would change?

We want to ensure that salonfocus continually provides you with informative, engaging and entertaining content that helps you to do your job better. In other words, we want to ensure that you get the most out of your membership magazine.

Your feedback is hugely valuable, and the readership survey is an opportunity for you to tell us what you think, and to help shape this awardwinning industry publication.

As an added bonus and thanks, you could be in with the chance of winning one of two £75 John Lewis gift cards

Simply click on the link below and complete the short survey by Tuesday 16 May 2023 Complete

AWARD-WINNING MAGAZINE!

More than 300 people gathered in central London in February for the Trade Association Awards 2023. It was a fantastic night, and the NHBF is delighted to announce that salonfocus magazine won the Publication of the Year award.

Emily Wallace, chief executive of the Trade Association Forum and chair of the judging panel, said: ‘The judges loved the fresh feel to the publication, the way it was designed and edited with the busy salon owner in mind… A great example of an association member magazine.’

The whole team would also like to take this opportunity to thank all of the NHBF Members who contribute invaluable insight to the magazine. And if you haven’t yet, there’s now even more reason to answer those call-outs on Instagram (@nhbfsocial): as well as supporting other Members, you’ll be helping to raise your profile in an awardwinning magazine!

A YEAR IN NUMBERS

How the NHBF lobbied for you in 2022...

2 letters to the chancellor and party leadership candidates

meetings with the BEIS minister responsible for personal care

IN 2022, THE NHBF ALSO SECURED THE FOLLOWING:

● Amendment to the Health and Care Act delivering a regulatory regime for aesthetic non-surgical cosmetic procedures.

14

4 F IVE

meetings with UK Government officials and devolved administrations

FIFTY TWO letters to ministers on key issues

● Wider distribution of the Additional Restrictions Grant to personal care businesses and setting up of the Close Contact Fund in Scotland in January.

● Support on energy bills until March 2023 through the Energy Bill Relief Scheme.

19 1

major report, Careers at the Cutting Edge: tackling the skills shortage in the sector

meetings and events attended in Parliament submissions to government consultations and parliamentary inquiries published State of the Industry surveys plus a two-year summary with an infographic

● Business rates support in England and Wales from 2023 through a 75% discount on business rates, freezing the rates multiplier and transitional relief reform.

NHBF WINS

The NHBF wins at the Trade Association Awards 2023.

CREATIVE FORCE

By being flexible and adaptable, you can evolve your business in ways that will continue to benefit you for years to come.

WORDS KATHY OXTOBY

mma Bushell closed her Banbury-based hairdressing business EMZ Hairdressing three times during Covid-19. However, she was determined to turn disaster into opportunity – so she set up a spiritual side business and retrained as a coach to help leaders connect with their sense of purpose.

Using her holistic therapy experience, her service House of Hearts supports women in hairdressing or beauty who have set up their own side hustles. ‘I’ve always changed difficult times into positive experiences,’ says Emma. ‘I turned my fear into strength and reframed things in a positive way.’

House of Hearts is just one instance in which the pandemic prompted salon and barbershop owners to change. Such businesses are now thriving, showing the importance of an adaptive approach. How did they do it, and how can you do the same?

Think creatively

‘The pandemic prompted many salons and barbershops to “shake things up” and think creatively about adapting their business models,’ say Simon Harris and Raymond Bottone, co-directors of MySalonManager, a business consultancy coaching company that works with 120 salons around the UK.

‘Some businesses began offering virtual consultations, while others provided mobile services (when Covid-19 allowed) or shifted to selling

‘During the pandemic, I made the best of a bad situation and used this time to overhaul my business.

‘I carried out a total shop refit, which helped keep my body and mind healthy, and picked up some new skills, like learning how to lay floors.

‘I also focused on learning new business skills, attending online courses and listening to audio books. I gained a better understanding of the financial side of my company, and now use the services of a “virtual” financial director.

‘I changed from the rent-achair business model to employing staff in response to their need for job security and stability, and introduced a four-day working week for a better work-life balance.

‘If you’re looking to adapt your business, I would recommend putting more emphasis on learning and developing business skills, and outsourcing things you don’t like doing or aren’t good at.’

ALLEN, OWNER OF ALLEN’S BARBERS IN KENT

products online or offering kerbside pickup. And some companies have come up with innovative solutions that will benefit them long after the pandemic is over.’

With salon and beauty owners cut off from their businesses during the pandemic, ‘people were prompted to think creatively about how to generate revenue and keep in touch with clients,’ says NHBF chief executive Richard Lambert. He says some owners diversified into retail or training to generate income and raise their profile, while others developed their social media use to stay in contact with clients and offer haircare advice.

Some businesses offered gift certificates to encourage loyalty and keep income flowing, say Simon and Raymond, while still more diversified into areas that fit with their core profession, such as hair loss or wellbeing services.

Seek new opportunities

‘I thought: I’ve got to do this now,’ says Emma, on establishing her new business. For 18 months, she made it work by living off savings.

Now that her salon is back in business, she devotes 50% of her time to her coaching work. ‘It’s still a risk, but I love that it’s my passion’.

For Keri Blue, a queer, nonbinary barber and short hair specialist based in Manchester, Covid-19 was ‘an opportunity to try new things’. During the pandemic, they established Human

First UK, a consultancy and philanthropic campaign to educate the hair, beauty and barbering communities on gender identity issues, and ensure people can find safe spaces within the industry. Keri was certain that there was a market for the consultancy thanks to their own experiences, as well as a survey that found that 97% of their LGBT+ clients prefer to have their hair cut in a safe, gender-neutral space. Their barbering business is also thriving, averaging eight new clients a week and

offering a safe space that includes “turn from the mirror” and silent services. ‘I aim to make clients feel relaxed, and for their haircut to be a calm and enjoyable experience,’ says Keri.

Change gear wisely

Significant changes should not be made without consideration, and it is a good idea to do your research and consult experts, say Simon and Raymond.

To adapt to present and future challenges, Richard advises that you ‘really understand how your business works, and what impact any changes might have’.

‘Be clear about what you’re trying to do, who you’re trying to serve, and how

IF WE’RE NOT MOVING FORWARD, OUR BUSINESSES WON’T SHINE AND STAFF WILL LEAVE

30% OF MEMBERS SAID THAT THEY INTEND TO GROW THEIR BUSINESS

you could generate money and create value,’ he says.

‘Look at your business as a whole,’ says Keri. ‘See if you are treating your clients the way you would like to be treated.’ They also advise that business owners should ‘check if they are inclusive, have equality training in place, and are moving forward with current trends – don’t get stuck in a rut’.

‘Consider investing in professional development opportunities or taking online courses to stay ahead of the curve,’ suggest Simon and Raymond. ‘If something isn’t working, don’t be afraid to try something new.’

Adopt an ‘approach mindset’, advises Jess Baker, business psychologist and author of The Super-Helper Syndrome ‘This is to remain curious, interested and enthusiastic about your situation, exploring what you can learn from challenges and setbacks instead of getting stuck in a cycle of fear and regret.’

Confidence in your ability, a proactive attitude and a willingness to take risks are characteristics associated with start-ups or business owners, says Jess – but you also need to deal with setbacks or failure. She advises reframing any unhelpful beliefs: for example, instead of thinking ‘I’m a failure!’, reframe it as ‘the business has failed’.

Stay competitive

Businesses mustn’t be afraid to change if they are to stay competitive and move forward, says Richard. ‘Promote the value of what you do and make sure people pay the value of what you’re offering.’ (See page 48 for how to raise prices with confidence.)

44% INTENDED TO REMAIN THE SAME SIZE

Build the business you want to own, advises chartered psychologist Gillian Bond. ‘Not everyone wants a big salon or global business, or to be famous for their skills,’ she says. ‘Think about what you want to achieve and stick to that.’

She recommends doing an annual business review to see how your business has developed in relation to your plans. ‘Learn from mistakes and build on successes,’ she advises.

RESOURCES

● NHBF guest blog – Back to business: nhbf.co.uk/7-things

● NHBF guest blog – The positive results of Covid-19 for the hair and beauty industry: nhbf.co.uk/ covid-positives

● She Means Business UK – A platform that supports, connects and links UK female entrepreneurs: shemeansbusiness.fb.com/uk

Be aware of client expectations, too. Consumers are increasingly looking for services based on individual client needs and preferences, say Simon and Raymond – as well as environmentally friendly products and services, as previously highlighted in salonfocus. Gender-neutral prices and services, inclusion and equality will also be crucial, says Keri.

‘Ultimately, shake-ups are necessary,’ says Emma. ‘If you don’t create and adapt, things stay the same. What’s more, if business owners do not adapt to market changes and new demands, they stagnate. This is a creative industry – if we’re not moving forward, our businesses won’t shine and staff will leave.’

Of course, costs are currently the most important area for business owners to keep an eye on and adapt to, says Richard. ‘You need to look at what you can do to add more value and generate more revenue.’

TOP TIPS FOR DIVERSIFYING

● Ask yourself if you have other skills that could be developed into new products or services.

● Understand how your business works and what impact any changes might have.

● Seek out resources and support, such as a mentor, business coach or network of fellow business owners.

● If something isn’t working, don’t be afraid to change direction.

55% OF SIDE HUSTLES WERE SET UP DURING THE PANDEMIC AS PEOPLE USED THEIR TIME, ENERGY AND NEED FOR EXTRA INCOME TO START A BUSINESS

Could effective employer branding be the answer to recruitment and retention issues?

WORDS HOLLIE EWERS

A TO WORK W

hile a strong brand is important for attracting clients to your business, creating a solid and impressive employer brand can help your business compete for and retain the best talent. The idea is to position your salon or barbershop as the employer of choice – the business everybody wants to work for in your town or location, according to Alice Kirby, founder of Lockhart Meyer Salon Marketing and Salon Social Club. ‘It’s about creating a positive image and highlighting what a great place it is to work,’ says Alice.

The importance of branding

Employer branding serves two major purposes for any organisation, whether small or large: attracting new talent by enhancing the appeal of belonging, and retaining existing employees with job satisfaction through thoughtful communication strategies.

‘Building and nurturing your reputation as an awesome place to work is worth spending time and effort on because it does attract people – whether you have employees, rent chairs and spaces, or run freelance collectives,’ says Alice. And attracting talent is crucial right now, considering the industry’s current recruitment challenges. Stark data collected by the NHBF in its 2022

skills report reveals that 57% of hair and beauty businesses have unfilled vacancies, and more than half of vacancies have taken businesses over 16 weeks to fill.

‘Everybody’s trying to recruit right now, but putting out adverts and waiting for people to line up doesn’t really work these days, because anybody who’s any good has got so many choices,’ Alice notes. She believes this is why employer branding has really come to the fore and could also help with recruitment costs.

DEVELOPING YOUR BRAND

Rebecca Peters, research adviser at the Chartered Institute of Personnel and Development (CIPD), suggests considering thefollowing factors:

1 DISCOVERY: Find out how your employer brand is currently perceived by staff.

● This could be done via employee surveys, focus groups and audits.

● Are the results as expected?Could areas be improved on?

2 ANALYSIS, INTERPRETATION AND CREATION: Build on your findings to create a clear picture of what your business stands for, offers and requires as an employer. This is your value proposition to employees.

● This could include defining brand qualitiesand values, developing an overall creative brief, and mapping company characteristics.

● Identify the culture of your business soit’s clear what it’s like to work for it.

3 IMPLEMENTATION AND COMMUNICATION: Now it’s time to apply your brand.

● This could include launching it internally (on your website or social media – see Alice’s Points to remember overleaf), and applying it to induction, applicant information and assessment processes.

4 MEASUREMENT AND OPTIMISATION: Monitor progress and maintain momentum.

● For instance, check internal and external responses to the new brand.

● Meaure improvements in recruitment and retention figures.

● Reward and recognise employees who demonstrate company values in their working lives.

PUTTING OUT ADVERTS AND WAITING FOR PEOPLE TO LINE UP DOESN’T REALLY WORK THESE DAYS

THE BUSINESS ATTRACTING STAFF

‘If you’re constantly marketing about what a great employer you are, you should have people coming to you,’ she adds. However, Alice stresses that employer branding is an ongoing process of showcasing your business and drawing attention to it. So how should it be done? Alice shares her top tips to executing it successfully:

Think social media

● Your platforms are the perfect places to highlight and build your employer brand.

● Planning and creating specific posts, stories, videos or reels are important in making the right impression.

● Think of prospective employees as a separate target audience when creating posts, but don’t be worried that what you’re posting won’t be of interest to clients – it won’t offend them. Have fun with it and create content you’d want to watch.

● Instagram has confirmed that its algorithm is giving preference to

POINTS TO REMEMBER

Alice says:

● Don’t over-promise – be authentic, transparent and genuine or you will be found out! Make sure you can live up to your own hype.

● Don’t overlook opportunities for in-salon employer branding, such as noticeboards, framed employee qualifications or achievements, and photos of team nights out.

● Don’t forget to add interesting employer branding posts to your e-newsletters – it could be read or forwarded on to a potential employee.

NHBF TOP TIP

Samantha Turner-Meyer, NHBF digital marketing director, says: ‘Following on from Alice’s point on highlighting your business as a great place to work, inclusion is also really important – making your employees feel like part of a family will enhance their loyalty to you, filling them with a sense of pride in working for you.’

Share online

● Create a dedicated career section on your website with several pages showing what you offer employees and how you can help with career progression.

reels for 2023, so consider using them to gain the most reach!

What to post

● Show off your team by highlighting your different employees and their job roles – ‘quickfire questions’ videos can be a great way to do this.

● Promote any employee training or courses you offer, as well as employee perks and rewards structures.

● Highlight career progression stories – ask staff members to talk about their career journey from where they started to where they are now, and what they’ve gained working for your business.

● Turn great Google reviews into posts and highlight the staff member who received the review – make the post all about them.

● Showcase awards won or entered by employees.

● Highlight charity fundraisers, community events, or even nights out that the business organises or takes part in.

● Share inspiring employee stories – whether they’re work or nonwork-related.

● Make it vibrant and exciting, as opposed to just one page introducing you and your team. This can help potential candidates understand how they could work in your salon and how it will improve and boost their professional development.

● Drive traffic from social media posts to this part of your website.

● Host any staff or salon blogs here.

Stay consistent

● Employer branding is a form of marketing – it needs to be constant and consistent to be effective. Planning, evolving and keeping at it is crucial.

● Check out Salesforce’s Instagram account for a great example of employer branding: instagram. com/salesforcejobs

RESOURCES

● NHBF Recruiting and employing people guide: nhbf.co.uk/ recruitment-guide

● NHBF skills report: nhbf. co.uk/skills-report-2022

● CIPD factsheet – Employer brand: bit.ly/CIPDemployer-brand

HEALTH ISSUES

Professionals in the hair and beauty industry are ideally placed to help clients who may have health challenges.

For years, the mental health charity Samaritans has highlighted hair and beauty professionals’ role in listening to clients who may be struggling. Among its partners are barbers with training to recognise such issues (such as the Lions Barber Collective – highlighted in salonfocus Autumn 2022 ). Now the BELONG project is collaborating with the industry to promote the uptake of NHS health checks and breast cancer awareness

WORDS ANNA SCOTT

CASE STUDY ‘IT’S DIFFERENT FROM BOOKING A GP APPOINTMENT’

Hannah Klewpatinond, owner of HK Hair in Milton Keynes, has spoken to clients on ‘lots of occasions’ about health issues, including skin cancer, psoriasis, alopecia and infertility. ‘We’re in a privileged position,’ she says. ‘I see clients regularly and would notice certain skin changes. Few people get as close to the scalp.’

She and her staff undertook mental health first aid training during lockdown, so they are more aware of issues and can raise them and support clients. ‘The first thing to understand is that we’re signposting,’ she adds. ‘We’re not an alternative to a medical professional.’

Clients feel able to talk in Hannah’s salon. ‘We’ve created a safe space, and what is said in the chair remains in the chair,’ she says. ‘Some clients are different generations of the same family.’

Hair and beauty professionals are more accessible than GPs, and Hannah believes talking to a stylist can feel easier and less stigmatising. ‘It’s relaxed, and that is a different experience from visiting the GP.’

She points out that there are no blurred lines about supporting clients with health issues: ‘We are offering them a service.’ She also notes that if she has signposted a client to the GP or another service, and the next time they come in they haven’t done anything about it, she has a duty of care to remind them – but it is their choice.

‘One client had a lesion on her ear and I advised her to go to the GP,’ Hannah says. ‘When she came back eight weeks later she still hadn’t been. She did go eventually, and it turned out to be cancer cells.’

among women from diverse communities, funded by the National Institute for Health and Care Research and supported by the NHS Race and Health Observatory. Designed by King’s College London researchers, BELONG involves creating an app in consultation with salon staff, clients, nurses and healthcare assistants, and training them to use it and recommend it to clients.

‘Salons are special: they are familiar and trusted places where women meet, so they can be a community health asset and embed health-promoting messages into conversations between staff and clients,’ says Dr Mariam Molokhia, joint principal investigator at BELONG. ‘Promoting partnerships between GP surgeries and salons can enable

access to healthcare services, regardless of age, gender, financial circumstances or ethnicity.’

Current campaigns

BELONG isn’t the only collaboration. Paused for Thought was launched in 2022 to train Matthew Curtis UK stylists about the menopause and signpost clients to the free Balance app, while London South Bank University has trained barbers to test clients’ blood pressure, particularly black and Asian men, who are more likely to have undiagnosed problems.

And in 2018, cancer charity Skcin developed an online course that has accredited more than 10,000 professionals. Masced (Melanoma And Skin Cancer Early Detection) educates hair, health

SALONS ARE FAMILIAR PLACES WHERE WOMEN MEET, SO THEY CAN BE A COMMUNITY HEALTH ASSET

and beauty professionals on skin cancer symptoms, and how to signpost (not diagnose) clients with lesions or marks. One in four men and one in five women will be diagnosed with skin cancer –yet 90% of cases are preventable.

‘We take learners through the signs and symptoms,’ says Skcin CEO Marie Tudor. ‘We talk about prevention and early detection, and how to have the conversation with clients [see Resources].

‘We focus on education and raising awareness. We want to work closely with the sector as it is key to our mission of reaching more people.’

There are increasing numbers of resources to help professionals know what to spot and how to signpost. And what’s more, the Beauty and Wellbeing All-

RESOURCES

● Hairdressers and beauty therapists in south and west London can sign up to BELONG: belongstudyuk.com

● Skcin’s training course on melanoma and skin cancer early detection for hair and beauty industry practitioners: masced.uk

● NHBF blog – Body image and body dysmorphia: spotting the signs: nhbf.co.uk/ body-image

● NHBF blog – Dealing with a stressed salon or barbershop employee: nhbf.co.uk/ stressed-employee

● Samaritans – How to support someone you’re worried about: bit.ly/Samaritanssupporting-someone

Party Parliamentary Group in Westminster has published an inquiry into the how the complementary therapy sector can play a preventative role in supporting people’s health and wellbeing, and how surgeries can connect with it.

What’s your role?

The hairdressing and barbering apprenticeship will soon also include a health and wellbeing element. NHBF director of quality and standards Caroline Larissey explains that clients are asking for advice about physical and mental health as part of self-care.

‘We’re a caring sector, but people don’t always have that knowledge,’ she says. ‘It makes sense to embed in the apprenticeship the importance of maintaining both professionals’ and clients’ wellbeing.’

It’s important to note that hair and beauty professionals’ role is to listen and signpost only. As Mariam says of BELONG: ‘Hairdressers and beauty therapists will be trained to start a conversation, including signposting to resources and services, but will not provide health consultations. Salons will be supported by local surgeries that can provide advice as required.’

BENEATH THE SKCIN

Training is key in helping clients with health issues. Skcin was founded in 2006 in Nottingham to promote sun safety. The charity was born out of the loss of Karen Clifford to melanoma skin cancer – Karen’s daughter, beauty therapist Tracey, first detected a lesion on her mum’s stomach.

TOP TIPS

A calendar of national campaigns from NHS Employers that can help you think about health issues: nhsemployers.org/ events/calendarnational-campaigns

Use Samaritans’ SHUSH active listening tips:

● Show you care (by giving eye contact and focusing on the person); have patience; use open questions (requiring more than a yes/no answer); say it back (check you’ve understood but don’t interrupt or offer a solution); have courage (to ask certain questions).

● Look for training on spotting health issues from charities, local authorities and the NHS – much is free or inexpensive.

● Support team members who may be anxious about a client – sensitively check on the client yourself, and have resources for staff

● Gather knowledge of local health and charitable services.

● Offer private spaces for clients, if needed.

● Signpost to a medical professional – never diagnose.

THE HAIR AND BEAUTY SECTOR IS KEY TO OUR MISSION OF REACHING MORE PEOPLE

KEEPING YOUR

Your salon or barbershop is buzzing, and your columns are full. Then, disaster strikes: a sink hose bursts and clients are dashing for cover. As water gushes, you wonder what to do. This happened to Rebecca Beardsley, author of Self-Care For Hairdressers and a former master stylist on the L’Oréal Professionel team.

‘My client was covered in water,’ recalls Rebecca, who now owns ShineForth Salon in Oakland, California. ‘She had to go home to shampoo her colour off herself. It was humbling, and I had to set my pride aside.’

Learn, plan, flex

Life has a habit of throwing up problems when you aren’t prepared. Whatever the issue, Rebecca advises having a sense of humour – ‘otherwise, things can get serious and heavy. Dealing with situations with a light hand usually helps. It sets the client at ease and lets them know I have the situation under control.’

And her hose drama? It’s about being flexible and learning from what happened. ‘Know where the water turn-off is,’ Rebecca says. ‘I didn’t when my hose burst – but I do now.’ And if the power goes off or your dryer blows out? ‘Have your repair person’s number to hand and tell the client, “We’re going to dry cut today” or “Let’s try this wet setting.” Explain the benefits and turn it into a win. The more we can be flexible and creative, the better.’

ARE YOU COVERED?

Major events such as floods can be expensive without the right cover. Ian Smith, account director at Jensten Insurance Brokers, says: ‘A cold snap could mean a burst pipe, leaving the salon flooded and unable to trade. At this point, you’re relying on your insurance to repair the salon and compensate you for loss of income.

‘It’s hard to generalise, but it’s not uncommon to see escape of water and liability claims in excess of £25,000, with some exceeding £50,000. Without appropriate insurance coverage, a claim of this size would leave many salons unable to continue trading.

‘Review your insurance to make sure that if the worst happens, it reflects your business and provides appropriate cover.’

NHBF partner insurer Jensten Insurance Brokers offers an industry-specific policy, tailored to your salon or barbershop, to cover you in the event of an emergency.

Do you know what to do when faced with the unexpected (and how to stay calm)?

WORDS NATASHA RIGLER

BE HONEST. DON’T PLAY THE BLAME GAME, AND DON’T OFFER ANYTHING YOU CAN’T DO

Rebecca works alone, but spent years in large salons and quickly learned that owner behaviour affects how staff cope with issues. ‘Owners need to show employees that they’re capable,’ she says. ‘How they respond to things that are out of their control trickles down to everyone. This is important, as things can spiral without a strong team on hand.’

Shane Aherne, owner of Shane Aherne Hair Studio in Yeovil, Somerset, couldn’t believe it when both his basins broke on the same day. His salon was full of clients, and his trusted plumber was on call.

‘One basin started leaking,’ he recalls. ‘We put a bucket underneath, but within two hours, we’d turn the tap on and the water would run out of the exit pipe. I told everyone to use the other basin, but that one went as well. You couldn’t make it up.’

Bizarrely, both exit pipes had split – and Shane was faced with a full salon and faulty basins.

‘One person made sure the bucket didn’t overflow while someone else shampooed. I also put a call out on social media and texted around to find a plumber.’ The basin company went on to send him free replacement exit pipes.

However, Shane was stuck with broken basins for three days. ‘I was honest with clients and they were easygoing about it,’ he says. ‘We made sure no one’s colour was due off at the same time, and worked around each other. We dealt with it well, so the clients did too.’

QUESTIONS TO ASK YOURSELF

NHBF director of quality and standards Caroline Larissey advises running through this list when faced with an issue.

● What can I do immediately?

● What do I need to tell clients and staff ?

● Can I solve this myself or do I need to call a tradesperson?

● Do I need to contact the electricity company or water board and find out timescales?

● Do other businesses near me have the same problem?

● Can I reschedule clients?

● Can I bring in more staff ?

● Are there health and safety issues and do I need to complete a risk assessment?

● Can services be offered elsewhere?

Take the lead Caroline Larissey, NHBF director of quality and standards, says clients and employees need clear, concise instructions when faced with issues.

‘Take a deep breath and think about troubleshooting solutions to help with the ‘who, what, when and how’ of the situation,’ she adds (see Questions to ask yourself, above).

‘Once you’ve thought it through and made a plan, you can tweak it depending on what happens. Be honest. Don’t play the blame game or offer anything you can’t do.’ Events such as floods and power cuts don’t occur every day (see Are you covered? on page 32for when they do). However, minor niggles, such as payment systems going down, can still disrupt the day. Rebecca uses salon software Square Appointments so she can send payment links from a mobile app if this happens.

‘Whatever is happening, tell your client you’ll be in touch later that day. You don’t want communication to fail. Responding the same day with payment links or to rebook is critical to keep your business up and thriving.’

Caroline adds: ‘Most importantly, look after yourself, your staff and your salon. It is a priority. You can only do what you can do.’

RESOURCES

● NHBF blog – Beat business disruption: nhbf.co.uk/ business-disruption

● NHBF Member benefits – Insurance: nhbf.co.uk/ insurance

● NHBF blog – How to handle client complaints in your salon or barbershop: nhbf.co.uk/ resolve-complaints

HOW OWNERS RESPOND TO THINGS THAT ARE OUT OF THEIR CONTROL TRICKLES DOWN TO EVERYONE

CASE STUDY DOUBLE TROUBLE DEALT WITH WELL

DOORS OPENING

The hairdressing, barbering and beauty therapy T Level is now set to start in September 2024. What can you expect?

er ing vel is mber pect?

WORDS KAYE MCINTOSH

In 2021, then chancellor of the exchequer Rishi Sunak hailed the T level as a ‘revolution’ in education. An A level alternative for 16- to 19-yearolds, the hair and beauty T level will combine classroom and practical learning. A work placement lasting 315 hours, or 45 days, it aims to prepare students for a wide range of career opportunities within the breadth of the hair and beauty sector.

Tackling the perfect storm

T levels will provide an alternative option, which could help to address the skills crisis. The NHBF’s 2022 skills crisis report warned that the sector faces ‘a perfect storm’ of problems in terms of qualifications and training, recruitment and retention, and financial pressures.

Apprentice intake has fallen by 4500 since 2017-18, to 7000 in England in 2019-20. If trends continue, there will be fewer than 3400 hair and beauty starters in the UK by 2025, according to the NHBF.

‘The whole sector has changed,’ says NHBF director of quality and standards Caroline Larissey. ‘Businesses have diversified, employment status and working patterns have changed. There’s more self-employment and salons aren’t taking apprentices on – they prefer to recruit people who are already trained.’

In addition, the government has cut funding for apprenticeships in hairdressing and barbering from £9000 to £7000 per head. ‘That’s crippled us,’ says Caroline. ‘Training providers aren’t providing hairdressing and barbering training anymore because it’s not cost-effective.’

Lesley McCormack, managing director of the Michaeljohn Training School Manchester and sector chair at the Association of Employment and Learning Providers, says: ‘T levels will be classroom-based learning. They will give students some knowledge, skills and behaviours without making them completely salon-ready.

‘The benefit is that, where there is a shortage of apprentices in certain areas, you might find a T level student.’

Caroline helped develop the T level, and says that while students will have skills, ‘they will not be to commercial timings, and will not have the industry insight of an apprentice’ (see what will be covered in the box, below).

WHAT WILL THE T LEVEL COURSE COVER?

● Health and safety regulations

● Safe working practices

● The client journey

● The consultation

● Sales and marketing

● Business practices

T LEVEL FACTS

● Nearly 500 providers will offer T levels.

● The name was updated from ‘hair, beauty and aesthetics’ to ‘hairdressing, barbering and beauty therapy’ to better reflect the occupations.

● Courses will last two years. Some students will take the one-year transition programme.

● One T level is equal to three A levels.

● Industry placements are a key element.

● Students can progress into work, higher or degree-level apprenticeships or further study, including university.

Work placements

Employers will be able to get involved by offering work placements. These will be flexible, designed by each provider with the employer – you won’t have to offer 315 hours. It could be at the start of the course, midway through, or for students on day release, and there is no fee for employers.

‘It will introduce employers to someone who might become a member of the team, or enable the student to move onto an apprenticeship or further training,’ says Lesley. ‘If they do shampooing, conditioning, blow-drying and retail at the wash station and pass that unit at T level, that makes them skilled in

TRANSITIONS TO T LEVELS

The T level qualification is set at Level 3, equivalent to three A levels – but industry leaders were concerned at the loss of Level 2 NVQs, fearing that, for some students, it might be too big a leap from GCSEs. The NHBF was part of the small panel working on the hairdressing, barbering and beauty therapy qualification and developed the transitional programme in response.

The programme will take a year, covering maths and English, employability skills, attitudes to learning, and what hair, beauty and barbering involves, as well as ensuring students are ready for the T level.

‘The transitional T level is vital,’ says Caroline. ‘It will allow students to look at the industries and get work experience in different environments, so they understand what career they want. Students discover career opportunities and links between hair and beauty and related sectors, such as fashion, retail, sports therapy, and health and fitness.’

a real working environment.’

People completing the course will have transferable skills, she adds: ‘They could easily work on reception – they should have good customer skills and be good communicators.’

Some employers are not yet convinced. Jessica Williams, owner of Casey Williams salon in Didsbury, Manchester, would give a T level student a placement ‘if they were keen and wanted to learn’ but would rather have an apprentice – while Michael Conroy, owner of Halo Hair & Beauty in Manchester and Cheshire, probably wouldn’t employ somebody who’s done a T level, saying ‘I’ll stick to the apprenticeship.’

There are problems recruiting apprentices though, he adds. ‘Finding good apprentices who are going to stick it out is not easy.

‘T levels will not be sufficient to create an employable young person – they would need to do it as an entry route into an apprenticeship.’

Why it’s important

Caroline says: ‘Any investment by the government to raise standards in colleges has to be a massive improvement, so it’s in the interest of the sector to work with them.’

The 2022 NHBF skills report said ‘the level of education and training

coming through colleges is concerning,’ she notes. ‘Employers are saying: we’re getting students and they can’t do anything. They’ve gone through one assessment and only done one type of haircut.

‘Employers will be able to use T level placements to identify young people they want to take on and train further. And technical routes such as T levels are an alternative way to enter the sector.’

Lesley adds: ‘I think T levels are going to be extraordinarily well received in beauty. Because it’s such an intimate service, employers are reluctant to let apprentices be as involved at that service level during Level 2 NVQ.’ Government investment in hair and beauty training is long overdue. Industry leaders hope employers will be able to use work placements to their advantage.

RESOURCES

● NHBF news: nhbf.co.uk/t-levels-2024

● NHBF blog – T Levels – the next level qualification: nhbf.co.uk/t-levels

● Employer guide to work placements: employers.tlevels.gov.uk/hc/en-gb

● Search for local T Level providers: bit.ly/t-level-provider-search

57% OF HAIR AND BEAUTY BUSINESSES HAVE UNFILLED VACANCIES

EVERYONE IS ENTITLED TO A MINIMUM OF 5.6 WEEKS OF ANNUAL LEAVE A YEAR

FIGURING OUT

Calculations

Managing employees can be challenging, especially without in-house HR. This is the first of a four-part series on the HR topics that Members enquire about most often. First up, annual leave calculations.

Paid annual leave is a legal right for most employees, so it’s important you get it right first time, says NHBF director of membership Tina Beaumont-Goddard. ‘It’s not unusual for holiday calculations and pay to be brought up as a grievance when an employee moves on or when you are going through the dismissal process. Employment legislation can be complex, which is why the NHBF membership team and HR experts are on hand.’

Different employment contracts

Most salons employ people on full-time and part-time contracts, says Laura Williams, head of team and solicitor at Worknest.

‘All employees and workers are entitled to a minimum of 5.6 weeks of annual leave a year,’

she says. ‘This equates to 20 days plus eight bank holidays for full-time staff. A full week of pay should be given for one week of annual leave, including an average of any commission payments normally received over the previous 52 weeks.’

To calculate holiday entitlement where you are offering the statutory minimum, Laura says the simplest way is to use 5.6 weeks as a multiplier. ‘For example, for someone working five days a week, you multiply 5 by 5.6 to get 28 days, which includes bank holidays.’

If you have a part-time staff member who works three days a week, the same number of hours each day (for example, 9am–4pm), you can multiply three by 5.6 to give you their total annual leave entitlement, including bank holidays. ‘You then round up to the nearest half day – in this case, 17 days,’ says Laura.

If a part-time staff member works different hours each day, the most accurate way to calculate their annual leave entitlement is in hours. ‘You would multiply the number of hours they work by 5.6 weeks,’ Laura explains. ‘The employee can request the appropriate

minus the complications: how to ensure your team are taking the right number of holidays each year.

number of hours as holiday that they would work on that particular day.’

For information on zero-hours contracts, contact the legal helpline or NHBF membership team.

Bank holidays

Members often have questions about how many bank holidays part-time staff are entitled to – for example, how to pro rata bank holidays if someone doesn’t work on Mondays.

Laura says not to get confused. ‘Make sure bank holidays are included with annual leave when doing your pro rata calculations. Don’t separate them.’

From their total holiday entitlement, a part-time employee will only have a day of holiday deducted for a bank holiday if it falls on one of their normal working days. They can otherwise take their holiday entitlement at other times.

PREPARING FOR THE EXTRA BANK HOLIDAY 2023

● Look at the holiday clause in your employment contract. If it’s worded generally to say ‘staff are entitled to 20 days plus any UK bank holidays’, that includes a paid day off for the extra holiday. If it says ‘the normal UK bank holidays’ or specifically lists the bank holidays, the extra holiday won’t be included.

● If the extra holiday is not included, you must decide what to do. You could close the salon and give staff the day off with paid leave, give them time off in lieu, or ask them to use a day of their annual leave entitlement to cover the extra day.

● To give staff notice to take paid holiday, you need to give them double the amount of notice of the time you want them to take. For the bank holiday, it will be two days.

● Go to nhbf.co.uk/coronation

Remember, there’s an extra bank holiday this year for the Coronation (see Preparing for the extra bank holiday 2023).

Maternity leave

When someone is on maternity leave, their annual leave accrues as normal, including bank holidays. They’re free to use this when they return, and it rolls over to the next holiday year.

Sick leave

If someone falls ill when they have a booked holiday, they must notify their manager straight away. Their employer can then record their absence as sick leave and put them on sick pay, so they can use their remaining period of booked holiday another time.

‘Most employers will make it clear in their policies that staff have to call each day to let them know how they are feeling while they are off sick,’ says Laura. If someone is on long-term sickness, the employer can ask

MAKE

Quick facts

● New employees are entitled to annual leave, including while on probation, but entitlement will be limited to what accrues each month in their first year.

● Employees cannot be asked to take annual leave on days you are normally closed.

if they want to use their annual leave, as their holiday will be accruing. They will then get their full pay for those days that are booked as holiday, and sick leave will continue afterwards.

When someone resigns

An employer can only pay a staff member in lieu of holiday when their employment ends.

‘Salons often say current employees don’t want to use their remaining holiday and are asking whether they can pay them for those days,’ says Laura. ‘The only time you can do this is if someone resigns or is dismissed from their job.’

To work out what staff are entitled to when they leave, you need to look at what their last date of employment is, then pro rata their holiday and calculate how many days they have left. You then pay in lieu of those days as part of their final payment.

● Call our free legal helpline for hair and beauty employment and HR issues, open 24/7, 365 days a year. See nhbf.co.uk/legal-support

RESOURCES

● NHBF blog – Holiday entitlement for salon and barbershop employees: nhbf.co.uk/holiday

● NHBF blog – What rights do your salon or barbershop employees have? nhbf.co.uk/employee-rights

● NHBF blog – From sick leave to annual leave: handling staff absence in your salon or barbershop: nhbf.co.uk/absence

SURE BANK HOLIDAYS ARE INCLUDED WHEN DOING PRO RATA CALCULATIONS

THE GENERATION

80 years and counting

Who’s involved?

Things have changed since Nellie Foster opened her first salon in Upholland, Lancashire, in 1942. After serving as a Wren during the Second World War, she bought some land from a local farmer and set up Fosters Hair Company, which is still there today.

Nellie cut hair alongside her two daughters for years before handing it over to one of them, Kath. Now, 80 years after opening, the business is thriving under the management

Why keeping it in the family is good business, and how to learn from multigenerational setups.

Hair and beauty has long attracted family businesses, with some salons going back generations. We meet three families who say working together makes their business stronger, with helpful insights into keeping it in the family.

WORDS EMMABENNETT

WE HAVE CLIENTS WHOSE GRANDPARENTS HAD THEIR HAIR CUT HERE.

of Kath’s daughter-in-law Terrie-Ann Scott.

Why it works

‘Kath is semi-retired now, but she’ll sometimes come in,’ says Terrie-Ann. ‘We really get on. She is very supportive, so if I need business advice, she’ll help.’

Terrie-Ann started working at Fosters 18 years ago when she married Kath’s son, and explains that the different generations in the salon learn from each other. ‘Some of our staff have been here longer than me, so I learn from them, as well as the younger ones who know newer techniques.’

Overcoming challenges

‘Kath’s former clients might say, “She never did it like that”, but they learn to trust you. Techniques, products and equipment change – her time was shampoo and sets, now it’s balayage. We have clients coming in whose grandparents had their hair cut by Nellie. It’s wonderful to have that history.’

LESSONS TO PASS ON

● ‘There’s a pressure to ensure the salon lives up to its reputation, but when you have a good team and you work together, that pressure isn’t just on your shoulders.’

● ‘Respect everyone’s different skills and knowledge. I’m learning all the time from my colleagues. We’re another family, really.’

Scissor siblings

Who’s involved?

Siobhan Moriarty-Jones and her younger sister Emma Richardson set up Cavalier Club Barbershop in 2015, offering high-end barbering in Bedford. While they’ve had their ups and downs, they agree that working with family is a cut above. Both studied hairdressing at college but switched to barbering because it suited their alternative image better. ‘There was a good culture around the whole industry,’ said Emma. ‘Siobhan persuaded me to switch to barbering and it was the best decision I made.’

Why it works

‘We had only been barbering for a couple of years but neither of us were happy where we were,’ explains Siobhan. ‘We put everything into Cavalier Club. We’re like best friends as well as sisters. At our old place, they would never let us work in the same branch, but they were missing a trick.’

Working together allows the two to bounce off each other. Siobhan says: ‘Sharing the same goals outside work helps to build a brand we both believe in. And we wanted to be able to have a bit of fun at work.’

Overcoming challenges

Their sisterly closeness can occasionally backfire, with Emma once having to step away from the business after they clashed.

‘There can be a lack of boundaries and we probably take things too far with each other,’ says Emma. ‘When you’re coworkers, there’s a line you can’t cross, but that is non-existent when you’re siblings.

Siobhan agrees: ‘When working with family goes wrong, it can impact the business. But now Emma is more in control of the operational side of things, it’s meant our sister relationship is rebuilding.’

LESSONS TO PASS ON Emma

● ‘It’s important to set boundaries and establish mutual respect.’

Siobhan

● ‘Maintain that bond and don’t just be colleagues. Have a laugh, but give each other space to grow.’

IT’S WONDERFUL TO HAVE THAT HISTORY

SHARING THE SAME GOALS OUTSIDE WORK HELPS TO BUILD A BRAND WE BOTH BELIEVE IN

Nellie Foster outside her salon

Siobhan Moriarty-Jones and her sister Emma Richardson

GROWING THE EMPIRE

Who’s involved?

INANCH London has been a salon to the stars for 18 years, with husband-and-wife team Inanch and Joe Emir at the helm. Since welcoming their daughters into the fold, they’ve expanded their boutique central London salon –renowned for hair extensions – so that it now also offers beauty and skincare services.

Why it works

‘When I first set up the salon, Joe joined me from his marketing background at Warner Bros Cinemas to help, and we were together 24/7 – we got a bit sick of each other,’ admits Inanch. ‘But once we got a receptionist, he was out and about meeting suppliers and driving footfall. My girls are in the basement and I’m on the ground floor, so we each have our own area.’

Eldest daughter Demet, 23, joined two years ago as a beauty therapist offering facial treatments and eyelash and eyebrow services. Younger sister Lema, 20, works parttime as a skincare specialist, offering non-surgical skin treatments.

LESSONS TO PASS ON

Overcoming challenges

Knowing she can leave the business in safe hands gives Inanch peace of mind – but she realises it might not be so easy for her daughters. ‘They feel they have to prove

● ‘If you love your job and employ people you get on with (family or otherwise), you’ll create a peaceful and friendly environment for clients.‘

● ‘We deal with clients one-on-one, so if you disagree with another staff member – whether that’s your daughter, sister or another colleague – have that discussion in the staffroom. That’s how we create a calm atmosphere.‘

THE TECHNICAL BIT

Some rules to follow when hiring family members, as per gov.uk:

● Avoid special treatment in terms of pay, promotion and working conditions

● Ensure tax and National Insurance contributions are still paid

● Follow working-time regulations for younger family members

● Have employer’s liability insurance that covers any young family members

● Check if you need to provide them with a workplace pension scheme.

themselves more,’ she says.

‘And not because my staff think that – most of them watched my girls grow up – but because they feel others will say they got a free pass.

‘The girls always said they didn’t want anything to do with my industry, but if you see your parents working their butts off and they’re happy, you soon see the appeal.’

RESOURCES

● Five ways to work well with family members: bit.ly/small-business-5-ways

● Contract types and employer responsibilities: bit.ly/GOV-contracts-responsibilities

● NHBF contract of employment: nhbf.co.uk/contract-of-employment

IF YOUR PARENTS ARE WORKING THEIR BUTTS OFF AND THEY'RE HAPPY, YOU SOON SEE THE APPEAL

Joe with daughters Demet and Lema, and Inanch – also below with a client

IS IT INSTA GRAM MABLE?

Teamwork makes the dream work, right?

Here are some of your amazing salon and barbershop teams smashing it right now.

@sjssalon Sutton

@headshedhairstudio Ringwood

@mawavedawalton Walton

@odysseysalons Harrogate

@dawnhair24 Clyde Valley

Have you created a style that’s a bit different? Something you’re particularly proud of and want to shout about? Then post a picture to Instagram with the hashtags #salonfocus and #nhbfsocial and your shot could end up on these pages.

@haremarston Marston

@jasonanthonyandco Bourne

@salonm_kilmarnock Kilmarnock

@selecthairsudbury Sudbury

@devinestudio.mf Birmingham

@lousbarbers Quedgeley

@abovebarbers Southampton

@marvellhairacademy_ Swindon

FASHIONABLE OR A FAUX PAS?

SUSSING YOUR SOCIALS

SUS

With algorithms changing and social platforms constantly evolving, it can be hard to keep up with what to post and when, but Instagram guru and founder of The Hairdressers Social Club, Vivienne Johns, has suggested the trends she thinks are set to be big on both Instagram and TikTok.

Her predictions include:

● Content planning

● Videos showing your true authentic self

● Reactive videos

● Content packed with value

● Slow, organic follower growth

She also suggests trends that she thinks will disappear from social media, including:

● Scheduling content well in advance

● Curating ‘perfect’ feeds

● Buying followers

● Trend-led videos

● Copy cats

REPORT SPECIAL RELATIONSHIP

Results of a YouGov survey of 1000 women on the social and psychological benefits of salon visits show that they not only boost outward appearance but also mental health and wellbeing.

FOOT BOTOX

FOO

a ‘sti proc adm Boto gain the b feet, used

Yes, of th derm aim redu buni dulli

Also described as a ‘stiletto lift’, the procedure of administering Botox to the feet is gaining popularity in the beauty sector. But it’s not for targeting wrinkly feet, as the name may suggest. Instead, it’s being used to tackle the pain felt from wearing high heels. Yes, people are swapping their gel cushions in favour of the procedure, which involves injecting Botox and dermal filler into the arch and heel of the foot. The aim is to paralyse the muscles and cushion the skin to reduce discomfort. Injections can also be made into bunions and calluses to have the same numbing and dulling effects to help with the pain.

52% say they value relationship qualities with the hairdresser, such as trust, loyalty and empowerment

70%

find salon visits a vital opportunity for self-care

Whether you embrace them or buck them, we take a look at the latest trends.

PINTEREST PREDICTS

The annual Pinterest Predicts report is packed with forecasts, listing 27 trends for 2023 across 11 categories. The social media site makes predictions by analysing data and searches, and claims that 80% of predictions have come true in the last three years. Make an impact by offering:

1 Gemini hair: Two-tone tresses that mix natural hues with bright shades – think blues, purples and pinks. It’s already being adopted by Gen Z and Millennials.

The data: Blue and black braids +215%

Lavender and blonde hair +150%

Pink and lavender hair +345%

Brown to pink balayage +280%

Multi-tone hair colour +135%

2 Micro makeover: From bobs and braids to fringes and nails, the look is ‘short’. Almond nails are being swapped for short French manis, while long locks are getting the chop in favour of micro fringes, short afros (as seen via Charlotte Mensah) and ‘bullet bobs’ (think Florence Pugh).

The data: Micro French nails +235%

Chopped bob haircut +550%

Micro fringes +110%

Short stiletto nails +80%

Short braid hairstyles +45%

3 Crown care: It’s all about treating the scalp to revive roots, improve growth and incorporate scalp care – particularly appealing to those with short hair or hair loss. Try adding scalp massages, masks or treatments to your menus.

The data: Scalp massage techniques +55%

Clean scalp +55%

Scalp treatment for dry scalp +70%

Natural hair mask for growth +80%

Clean scalp build up +45%

Access the full report at bit.ly/Pinterest-Predicts-2023

RED RULES

While ‘Viva Magenta’ was announced as Pantone’s official colour of the year for 2023, reds, in general, are proving popular right now and influencing hair colour trends this year, say top stylists. And though reds can be notorious for fading quite quickly, you could encourage clients to take advantage of this by varying the shades each time they come in for a top up. Meanwhile, be prepared to see Viva Magenta (a ‘joyous’ shade from the red family) popping up everywhere – from hair, nails and make-up to interiors.

UNIQUE PAMPERING

Booking agency SpaSeekers has revealed its top trending spa treatments for the whole of 2023. Will you be, or have you already started, incorporating any of these from the top 10 to your treatment menus?

A yoni steam, or vaginal steam, was the top trend, with a 124% increase in searches. The natural remedy steaming is carried out to ‘cleanse’ the womb, and claims to regulate menstruation and ease period cramps and bloating. It involves sitting on a special seat with a hole in it over herb-infused steam that rises up. Niche, perhaps, but it does highlight how specific female-focused treatments could appeal to women depending on their age and stage.

The rising popularity of crystals sees crystal healing massage featured in the list. Crystals and minerals are placed around the client while they receive their massage, to draw on healing properties and help release tension and stress.

Lymphatic drainage facials are up by 83%, with clients seeking to tackle puffy, dull and saggy skin. The facial uses lymph draining massage techniques to help sculpt the face.

51% deem the relationship they share with their hairdresser as close as that of a friend

1/3 said that feeling confident in themselves is the main reason they go to the salon

70% go to feel a boost of self-confidence immediately following a trip to the salon

1

PICK A SIDE

I believe salons need to either provide a luxury experience or aim for a high volume of turnover (for instance, no appointment necessary for the latter). The middle ground is a dangerous place to be: it has the most competition and the most economic pressure on clients. While salons can’t hike up prices overnight, you need to have a clear idea of which end of the scale you’re heading for in the long term. 2

WORK BACKWARDS

You can only set prices if you start with your profit target. Once you know what the profit target needs to be, you can start working back to what your turnover target needs to be. And when you have your turnover target, you can start to navigate pricing your services, bearing in mind your capacity.

ABOUT PHIL

Phil Jackson has been in salons since 1999 and has seen the industry as an employee, salon owner, manager and teacher. He sees his work as bringing sound and proven strategies to salons.

HOW TO INCREASE YOUR

WORDS HELEN BIRD

It may prompt guilty feelings, but it’s part of business success. Phil Jackson shares the best approach.

HOW TO... THE INSPIRATION

3

SET A £1 MINIMUM

Calculate how much your salon needs to be generating per minute to cover costs and deliver profit. You’ll ideally be charging a lot more than that, as you deliver an amazing experience and transformations that truly improves clients’ lives, whether your salon sits at the higher or lower end of the market. Some services might need bigger price rises than others, but don’t leave any price untouched: I would add £1 to everything else.

4 TIME IT RIGHT

A good approach is to bring price increases in line with your marketing calendar. In my own salon, one of our price reviews always lands in September. That’s because we run a ‘recommend a friend’ campaign through August, which means lots of people have vouchers to spend in September – it takes a bit of the sting out.

5

REVIEW REGULARLY

The days of annual price increases are gone. I recommend to my coaching clients that they review their prices at least twice a year. That means increases tend to be less dramatic, and with the economic picture and costs shifting so quickly, it means there is less guesswork involved in setting out prices.

6

KEEP CLIENTS IN THE LOOP

It’s good practice to give clients notice when increasing prices. That said, social media is for good news and price increases don’t make for good content. If you have a high number of online bookings, your announcements can be more low-key, as customers will see the new prices when they book.

7

REMEMBER TO...

● Communicate price increases with customers in advance, but don’t make a big fuss.

● Make friends with your salon software and get to know your numbers – this is part of your job.

● Be brave with your pricing – it’s easier to discount if you’ve gone too far too quickly than it is to increase prices again.

● Ditch physical price cards so you can adapt quickly.

FOCUS ON NEW OPPORTUNITIES

You might lose a few customers when you increase prices, but probably fewer than you think – and some will be back once they have tried another salon or seen what everyone else is charging. But remember that even though some of your existing clients would never pay, say, £50 for a haircut, there are plenty of people who don’t think you can get a decent haircut for less than £50. Every time you price yourself out of one market, you price yourself into a new, more profitable one.

WHAT THE NHBF SAYS...

CHIEF EXECUTIVE

RICHARD LAMBERT ADVISES:

It’s important to be confident and to value the service you’re giving. And if the clients value that, they’ll want to stay with you and will understand that prices go up. People’s disposable incomes might be squeezed, but salon owners are also seeing costs going up and profit margins shrink, so there comes a point where you have to raise your prices –otherwise you won’t have a business.

In the end, are you looking to have clients who are buying at a low price or buying at a high value? And what will you do to retain those who are buying the value they see, and are prepared to pay for it?

RESOURCES

● NHBF blog – Prices, retail and profits in your salon or barbershop: nhbf.co.uk/ prices-profits

● NHBF blog – Grow your salon or barbershop profits and business: nhbf.co.uk/ salon-profitable

AMANDA LODGE-STEWART

The new NHBF president shares her industry experience and what she hopes for her tenure.

As a teenager, I had posters of hair on my walls… unlike my sisters, who had the latest pop stars! I started my hairdressing career as an apprentice straight from school. I completed my intermediate apprenticeship and then my advanced apprenticeship in the salon. My employer was fabulous and supported me throughout.

My first memory of the NHBF… was entering the competitions and going to Blackpool, which I loved. I also completed qualifications in make-up, manicure and men’s hairdressing. I was self-employed by the time I was 23, and very busy.

After having my children… I went back into a high-end salon to refresh and update my skills, and in my mid30s I enrolled at university to study a full-time Certificate in Education Course. Once I completed this, I went on to teach full time. In 2011, I set up my own academy delivering apprenticeships in hairdressing, and in 2014 I opened a commercial salon to run alongside the academy.

and training. I would like Members to contact me with ideas for how we can best support them as business owners.

ABOUT AMANDA

Founder and director: The Link Training Academy LTD and The Link Hair Studio LTD. NHBF Board Member for six years.

Previously NHBF Vice President for 18 months.

As an NHBF Member myself… the support I’ve received has been excellent, especially the legal helpline and the contracts. I’m passionate about our sector, and my role as an apprenticeship training provider has given me the opportunity to meet and network with many salon owners and employers, sharing good practice and new ideas and listening to common issues.

As NHBF President… I’ll be able to offer experience, understanding and empathy. My expertise is listening

My focus is on raising… our sector’s quality, culture and reputation. I hope to explore issues around business growth, sustainability, and staff recruitment and retention. I will wholeheartedly represent us in sector debate for the benefit of Members.

When I’m not working… you will most likely find me at home with a glass of red wine and my nose in a book, or spending time with my family. I have a few animals, including a dog, cat, chickens and geese. I enjoy walking my dog in the countryside, collecting eggs and cooking.

People may not know… my husband and I took on a rundown farmhouse 16 years ago and have worked together slowly to renovate it and turn it into a home.