Employee Helpline

Running a pub, restaurant, hotel, or bar means managing a workforce that's often young, transient, and shift-based — exactly the conditions where employment law problems tend to surface.

With the Employment Rights Act 2025 rolling out in stages through 2026 and 2027, the rules for employers and employees are changing faster than most hospitality operators have time to track.In a focused session via Microsoft Teams, the RWK Goodman team will provide a free, no-obligation strategic review of your employment law position. During this session they will explore where you currently stand and flag the risks and opportunities specific to your business.

This session can cover
Employment tribunal claims — An overview of the tribunal process if you’ve received a claim the RWK Goodman team can discuss your current exposure, claims history, and how the extended tribunal time limits (doubling from three to six months) could affect your risk profile.
Employment Rights Act 2025 readiness — A plain-English health check against the reforms that matter most to hospitality: day-one rights, changes to unfair dismissal qualifying periods, fire-and-rehire restrictions, sexual harassment prevention duties, and tipping law changes.
Grievances and disciplinaries — Talk about what the process is likely to entail and help you understand the risk to the business.
Parting company with employees — A walkthrough of how settlement agreements are used, what a redundancy process involves, and dismissal processes that minimise risk and disruption.TUPE on business sale or purchase — An overview of managing employee transfer obligations, information and consultation duties, and due diligence when buying or selling a hospitality business.
• • Discrimination and harassment complaints — Handling complaints fairly and lawfully, including the new duty to take all reasonable steps to prevent sexual harassment, including by third parties such as customers.