These are actual examples of HR Mistakes made by Employers in Hair and Beauty Salons. Seven HR horror stories that have cost salon owners over £78000 and, in some cases, damaged their reputation.
- 11 months after starting her job in a local beauty salon an employee told her boss she was pregnant. She suffered very bad morning sickness, the salon owner dismissed her telling her “you’re not dismissed I’m just letting you go”. The employee received £12 000 compensation.
- A hair salon owner allowed a stylist to work in her salon on a self-employed basis. The self-employed stylist refused to arrive for work 30 minutes before the salon was due to open. On the basis that the self-employed stylist was self-employed, the salon owner advised her that she no longer needed her services. The self-employed stylist took the salon owner to an employment tribunal, won her case that she was not self-employed but was in fact an employee who had been unfairly dismissed. She won and was awarded £5000 for unfair dismissal.
- A trainee hairdresser was awarded £ 20 500 compensation from her salon owner employer for months of sexual and racial harassment including him deliberately dropping his comb and forcing the trainee to bend down to pick it up.
- A male hairdresser whose manager called him a “faggot” because he “worked in a hairdressers and that made him gay” is appealing the compensation of £ 5 000 on the grounds that it is insufficient.
- A salon owner was fined £589 for failing to pay an employee the National Minimum Wage.
- A Muslim woman suing a hair salon owner for refusing to employ her because of her headscarf has doubled her claim for damages to £ 35000 after receiving hate mail.
- A hairstylist claimed her life was made a misery because colleagues laughed at her dyslexia. No decision has yet been made on any compensation in this case.
I’d really like to show you how to avoid something similar happening to you!
How can you avoid HR Mistakes made by Employers in Hair and Beauty Salons? How can you protect yourself as an employer? I’d like to show you 14 simple ways to protect yourself and your business from claims by employees. No cost, no obligation of any kind, just read on!
Why am I doing this? I’m a professional HR Consultant, I protect employers from their own employees. If I help you protect yourself now and you find my help valuable, you might remember me when you have a worrying HR problem that you need advice on. You might want me to protect you from your employees!
14 tips for your own self-protection
- Check the status of your workers. In the eyes of the law are they self-employed or employees? If they’re employees, make sure that you have employment contracts in place within the first 8 weeks of their employment. Failure to do this can incur a £ 1400 penalty.
- Apprentices have certain rights. You are expected to have a different approach to their treatment when it comes to discipline, they are learning, but this doesn’t mean that you must put up with poor attitude or performance. Make sure that you have an Apprentice Contract in place that protects you, not just one given to you by the Learning Provider.
- If you employ young workers do you know their rights? Do you know what hours they’re allowed to work, what breaks they’re entitled to and what happens to you the employer if you breach that? Ensure your employment contract reflect young workers’ rights?
- Do you know the hot topics in employment tribunals at the moment? The Flexible Working Regulations and Illegal Deductions from wages. How compliant are your current contracts and policies? Get them checked to give you peace of mind.
- Have written standards of expectations in place – a staff handbook – so that your staff know what they are expected to do, what is right and what is wrong. How will you deal with lateness, loss or damage of your property or when staff do not do hair properly and a client complains? Don’t copy someone else’s policies and procedures or just download them off the internet. Make sure that you’ve got your own policies and that they’re tailor-made for your business.
- Unwritten rules/common practice over a period of time can work in the employee’s favour in a tribunal. Develop and complete thorough inductions and get people to sign to say they’ve read and understood what they’ve received.
- Make sure your disciplinary policy and procedure complies with the legal minimum standard otherwise you may inadvertently take action that would increase any compensation awarded to an employee by as much as 25%.
- Implement a social media policy to set out your expectations of your staff in their own time and yours and how they conduct themselves on Facebook, Twitter etc.
- Take care when advertising for staff. Putting “young person” in an advert will make you vulnerable to an age discrimination challenge; use application forms rather than CVs and don’t ask questions about a person’s health until you’ve offered them the job.
- Ensure that you carry out Right to Work in the UK checks, not just on people with names that don’t sound like they are from the UK or on people with different colour skin. There’s a maximum £2000 fine for not carrying out these checks on every single member of staff.
- If you want to restrict the ability of your employees to “moonlight” i.e. work for themselves or have a second job in another salon, you need to construct appropriate clauses in your contract to support this.
- Consider a search policy that you can implement if you believe someone is stealing. A policy that employees have already signed and agreed to when you have occasion to need to use it is very comforting.
- Do you have CCTV in the salon? Do your staff know? If they don’t you may well be breaching Data Protection legislation. Make sure you have a comprehensive policy in place.
- Do you have a layoff procedure? How would you deal with a flood to your salon that meant you were unable to open for business for a week? A layoff procedure allows you to lay staff off on minimum pay while you get your business going again.
If you’d like to discuss HR Mistakes made by Employers in Hair and Beauty Salons any other HR problem that you may have, call us on 01706 565332 to schedule a confidential, free, 15 minute telephone consultation with me or complete the contact form and I’ll call you back.
I look forward to speaking to you soon!
Metis HR is a professional HR Consultancy based in the North West of England supporting clients across the country. We specialise in providing outsourced HR services to small and medium-sized businesses. Call us now on 01706 565332 to discuss how we may help you.