The culinary world, renowned for its high-pressure environments and pursuit of excellence, has long been associated with a "macho" culture. This culture often manifests in behaviors and attitudes that contribute to toxic masculinity, leading to environments where bullying, harassment, and discrimination can thrive. Recent studies and accounts from industry professionals shed light on these pervasive issues and their impact on kitchen dynamics.

Unichef: Advocating for a Supportive Culinary Community

Established in 2015, Unichef—the National Chefs Union—emerged as a supportive community for UK-based chefs, regardless of their background, gender, age, or skill set. Transitioning into a Community Interest Company in 2019, Unichef operates as a vocational union, distinct from traditional trade unions, focusing on the well-being and professional development of chefs. The organization is committed to fostering diversity, tolerance, and understanding within the culinary industry, offering support in workplace matters, career advancement, and culinary passion. Unichef also emphasizes zero tolerance toward abuse in kitchens, striving to create safer and more inclusive working environments. Unichef - The National Chefs Union

Toxic Masculinity in Professional Kitchens




























Sources




 


















4o

In a year that sees Unichef dealing with more cases of women "standing up" for their rights than ever before it's great to celebrate the amazing role our female colleagues play in Hospitality.


Staggeringly, in 2015 when we started Unichef only 2% of our members were women. Today we are proud to say that it is now standing at 24% and growing,a sign of the great work we have done in making Unichef a safe place for female chefs to feel supported and cared for, a place where they feel equal and included.

The fact that women have brought our last 4 tribunal listed cases is testimony of the ever increasing empowerment that women now feel in our profession and the growing determination of women not to be mistreated in the workplace.

This can only be good for an industry starved of talent and diversity, and further proof that Inclusion, diversity, and stronger legislation are indeed the answer to the problems of recruitment and attraction to hospitality.

Let's all celebrate and embrace a brighter, safer and healthier culture where our women chefs are proud and that male chefs are proud to work alongside them.

We are in the middle of an issue where a Chef has been accused of Gross negligence over not correctly filling in the kitchen Allergen Matrix, but what exactly is Gross Negligence?

All chefs should check their contracts to see if this could be a reason for dismissal. Essentially an employer uses it when they can’t use any other form of dismissal and they want rid of the employer quickly, but few employers really understand the complications of this dismissal and the legal issues it raises.

Proving Gross Negligence is extremely complex, and unless that negligence is obvious ( perhaps a chef left a fryer on all night,  leading to a fire ) then proving just how Gross ( extreme/serious ) that is can get bogged down in legal arguments.

Negligence and Gross Negligence are in a lot of people's contracts and is a growing trend amongst Employers without them knowing or realising it and chefs should now examine their contracts and handbooks and contact their Union or employer for a definition of that clause and advice.
 

Chefstress, identifying the causes
With some of the hottest temperatures on record now hitting our kitchens, it’s time to evaluate and quantify to very causes of what is now acknowledged as “heat stress” which in turn leads to the workplace stress known as Chefstress.

So, what exactly are “heatstress” and “chefstress” and how do they affect chefs in modern working kitchens.

Heatstress is now defined by the Health and Safety Executive as the rising of the body’s temperature due to the ambient or surrounding temperature.

So, we have a tribunal date for this extraordinary case. As you recall it's all about a chef who is accused of not following Allergen instructions and completing the Maxtrix that is within her kitchen. and she was dismissed for this, however, the case becomes much more complicated as we now explain.

She was dismissed for Gross Negligence and this is extremely unusual and difficult to prove ( as the employer is finding out )and essentially is at the center of the argument. This case could well set a precedent and become historical as dismissal for allergen non-compliance is rare and is normally dealt with as a performance issue.

The Employer has failed to produce any relevant evidence and also failed to check that the chef was suitably qualified to perform the tasks that were asked of her. The employer has also failed to carry out the due procedure in not investigating the matter correctly and not allowing the chef to put her case, as well as not exploring other possible sanctions instead of dismissal.

So this is a very complicated and important case for Unichef and our first case of Gross Negligence and our first case of a triple charge of Wrongful Dismissal, Unfair Dismissal, and an unusual charge of Anticipatory Dismissal when he wrote to her suggesting she leave.

This is a very important case for many reasons and we have put an incredible amount of work into it, but we are hugely confident that we have a strong case in which to defend our member.

We have another chance to mediate this out with ACAS before the Court date and hopefully, the Employer will see sense and the massive case we have put up. Sadly, common sense and employers don't always go hand in hand.
 

At last...at long last,legislation finally getting through both houses on tipping of service staff and chefs.Now employees have the right to demand that the service charge and tips be given to them without ANY deductions.
The Article quotes as saying that it doesn't happen"very much"..really?..then why legislate for it then ?

The fact is it does happen and more often then people realise,especially when it comes to chefs or waiters leaving the business as some ( not all ) employers seem to think that they can "claw back" anything that may be owed to then though the service charge system?

well now they cant and about time too !!
 

Tipping legislation to become law after clearing House of Lords

WWW.THECATERER.COM



A bill that will prevent employers from making deductions from staff tips has cleared the House of Lords and will receive Royal Assent to become law.





 

OMG...this is quite some case!..well worth reading...
In essence the case seemed to fairly trivial,most of it could have been sorted at an earlier stage but it really does goes to show some of the very poor management decisions that we see all to often at Unichef.

They obviously didn't have the skill set,patience or experience to sit down with this employee and thrash out the issues over a cuppa,Instead it has been allowed to fester and now the result has been a Tribunal award of breathtaking amounts.

The Employer" irrationally disregarded argument and evidence", surely then the next to be sacked should be the management team that oversaw this shoddy affair?
 

Nursery chef unfairly dismissed after biscuit snub

WWW.PERSONNELTODAY.COM



Nursery chef dismissal: A worker was awarded £34,000 in compensation after issues with investigations and how his performance was handled.






 

New stats out today show that less than a quarter of all young people now see hospitality as a career option.

This is of little surprise to many as we have seen a demise in the quality and quantity of successful recruits coming from the NVQ system.

It is what has been termed our Perfect Storm “as many aging employees (especially chefs) went either during the pandemic or shortly afterwards. That and the Brexit shortage of E.U workers has made our industry even less attractive than it ever was.

This stark report shows that industry has much more to do than simply upping wages as we rightly said during the pandemic that money was not the only issue facing Hospitality.

Sadly though, this report is likely to fall on deaf ears. Those responsible for leading our industry are much more interested in aching accolades for themselves than solving the industry's woes.

 

Less than a quarter of young people would consider a career in...

WWW.THECATERER.COM





 

Everyone from Chefs to part-time delivery drivers will be affected by new data-sharing rules.

New rules coming into force from January 2024 could mean people who make money through a 'side hustle' have their bank account details shared with HM Revenue and Customs (HMRC).

As part of a global clampdown on tax evasion, digital platforms that allow people to make extra cash on top of their main income will be ordered to give HMRC users' information. This will impact everyone from holiday rental hosts and delivery drivers to sellers on online marketplaces and even freelancers.

For many years Chefs have needed to supplement poor earnings by taking on extra work in some form,but the Revenue are well aware of the abuse of cash transactions in the Hospitality sector and our industry will be high on the list for future scrutiny.


So then the many chefs that found cash work during the pandemic as Gardeners or Painters etc,as well as those who have left to set up their own business as an Agency,Freelance Chefs or Private Chefs must now be doubly careful about what they do and be able to explain all sources of their income,especially if they uses any form of media,including Facebook, Instagram,Tik Tok etc

Here, we explain what this could mean for you, the rules around income tax and how to avoid getting into trouble with HMRC.

 

What has HMRC announced?

The tax office already has the power to demand UK-based apps and websites to provide data on the income of sellers, including bank account details. But because many digital platforms are based overseas, such as holiday letting sites, some tax dodgers are still slipping through the net. 

HMRC has now signed up to the Organisation for Economic Co-operation and Development (OECD) rules, which will allow it to investigate the tax affairs of people earning an income via a company that operates abroad. 

Under the measures, it will also share information with other participating tax authorities where a seller is a resident. A copy of the details will then be sent to the seller to help them comply with their tax obligations. As of November 2022, 28 countries and jurisdictions had signed up to the OECD rules. 

HMRC hopes the rules, which will be introduced in the new year, will mean more people get their tax bill right and clamp down on those deliberately avoiding paying as they explain.. 

"The vast majority of people pay the correct amount of tax. We use various methods, including working with online rental and marketplace platforms, to help make it as easy as possible for people to pay the right tax.
Side hustles – jobs you take on in addition to your main job – have become a popular way to boost earnings. But whether it is selling handcrafted goods or delivering takeaways, any money you make counts as self-employed income and must be declared to the tax office."

 

This week, a figure in the industry has said what Unichef has been saying for many years.

Chantal Wilson from NQ64 Bars in London has rightfully said that the industry doesn't have a "recruitment" problem but in fact has a major Job issue in that the very quality of work is stopping people from looking towards Hospitality as a career choice.

So, how do we bring quality to work and what can employers do to solve the issues once and for all?

We have said for years that employers need to build into their employment work ethics and moral attitudes of fairness and flexibility,  Our "hit list" would include...


1, An end to one sided and "cut and paste” contracts.

2. An end to inflexible work patterns, i.e. split shifts, AFD and every weekend shifts unless such work is enhanced.

3. Unbiased and independent HR representation

4, More high-quality recruitment with qualifications gained being recognised and rewarded.

5, A “Zero Tolerance” to Drugs and substance abuse with mandatory drug testing in all kitchens.

6. A return to “time served” management who know and understand traditional and established work practices and less “graduate” based management structures who only follow the corporate role and put profitability before all else.

7.Legislated maximum"trial periods"

All well and good having good intentions and ideas, putting them into practice is another thing?

The news that there are now less than 100,000 pubs left in the UK is of no big surprise to us here at Unichef.

As we predicted time and again this one time leisure pursuit for millions is massively outdated.The younger generation simply do not fit into the demographics of "publife" and many see spending their money on other items much more important than having a drink which is so often overpriced.

Whilst, for the time being at least, there will still be a vibrant trade in City Center drinking,traditional pubs and those on housing estates ( the locals ) are the ones that with a poor future ahead.

There are many reasons,and all of them are relevant but at the end of the day,pubs are about selling beer and food and people no longer want beer and food in the form that is offered in pubs.

That and the massive shortage of cheap unskilled staff who are the mainstay of many pubs,has led to the way things are now.

Pubs have always been of high issue for Unichef. If we ever have Chefs with work related issues a large proportion of them will be working in pubs,that's a fact.They are heavily understaffed,poorly maintained,often badly managed and very often massively in debt and many struggle on a day to day basis.

Working in a pub,is without any doubt the very hardest part of our profession,with very little thanks or reward for the massive efforts that devoted staff put in.

So,our next prediction ??

In your lifetime you will see the end of pubs as you know them,only the very very best will survive and only then by investment and a better business attitude towards their core staff.We will shed no tears or worry about the future of jobs as maybe it is time to "call time" on a poorly regulated industry.
 



WWW.THECATERER.COM




UK Hospitality has called for urgent government support in the Autumn Statement as new figures have revealed that the number of licensed premises in Britain...





 

Yet again more calls for a cut in VAT for the Hospitality industry but once again the Chancellor isn't buying it ..but why ?

Government thought shave always been that ours is a "luxury" industry.If people do with less giong out and pubs and Restaurants struggle or even quit,then it no big loss,the industry can well manage with less and the jobs will be absorbed into other things.

Its believed that a VAT cut for Hospitality would indeed be more harmful to the UK economy than helpful to the industry.

The "eat our to help out" scheme proved this and the Economy has yet to recoup billions given in Furlough during the pandemic" a lot of which was fraudulently applied for by unscrupulous pubs and restaurant owners.

Therefore the Government isn't rushing into giving more help for an Industry that has squandered support in the past.

As Unchef has said all along,that the industry really is too big,with too many mediocre pubs and restaurants,churning out mediocre food,too many "brands" too many "filling stations" out to make a quick buck,too many that treat staff badly,pay poorly and overwork to exhaustion.

We have said consistently that the Industry needs to look at itself in the mirror and face the challenges that is in front of them and realise that a cut in VAT would only be a "sticking plaster"over a huge wound that has opened up since the Pandemic.We knew it was always going to be this way so why couldn't they see it ?
 

Quarter of hospitality businesses have no cash reserves, study finds

WWW.THECATERER.COM




A quarter of hospitality businesses have run out of money are trading in a perilous state according to a new report.





 

We are celebrating success for the 3rd time in 2 months and we are delighted to have worked with such an inspirational member once again. Yet another female Chef who has stood up to her Employers and demanded better treatment.

The case involved a female Chef on the Autistic Spectrum who had been wrongfully accused of Food poisoning and bad practices, all of which were false but a male-dominated management once again had thrown all caution to the wind and reprimanded her without witnesses and a thorough investigation, their male ego’s getting in the way of common sense and good practice.

Once the matter was brought to the attention of the company's HR department, it was clear that the Executive Chef and Manager had acted unfairly and unlawfully in disciplining our member.

They accepted liability and agreed on substantial compensation and costs within weeks of us being involved and the matter was all over and agreed upon within a very short space of time and our member has moved onto better things with an even better job and a great caring company.

Once again, the National Chefs Union has shown its teeth and supported a member in their time of need. Her award of more than £14,000 plus cost shows employers that they aren’t always right and that there is a Union that will protect our chefs against uncaring and unethical companies.

 

Employment Tribunal Facts

Few would ever think that a chef could be sacked over a Black Forest Gateau but this is strangely the case we have currently ongoing.

We would normally wait until the case is over before reporting on it but such is the nature of this episode that we’d like to tell you about it as an ongoing situation.

Simply, the chef was dismissed without notice for not applying the Allergens for the gateau in the daily listings. Extreme you might think but this is a hugely complex case.

The Chef denies the allegations of Gross Negligence that were in her contract but not defined, she also denies the incident ever took place and that the employer was hasty in dismissing her without warning or notice.

The employer denies any wrongdoing ( they always do ) and is fighting the case but is shocked that the chef had the common sense to call in Unichef, he thought she would be unsupported ( they always do ).

Summary Dismissal ( without notice ) is a minefield for employers, they risk not being right in the dismissal, and having won 3 court cases this year we are extremely confident that we will this one too. The case is currently with the Tribunal Court and the respondent and it is just one big game of chess now, and we are "Grand Masters" at this so let us see how it progresses, it's an unusual one for sure?

We will continue to keep you updated on the” Black Forest” case as it moves forward..

At long last the Workers Protection Act has finally come into force and will herald a new chapter in our industry.

For so many years now Unichef has fought against the disease of Sexual Harassment that has plagued Hospitality.In no other field of work or profession is harassment more prevalent than in Catering and it's one of the main causes of poor staff retention and engagement.

Ever since I was an apprentice back in 1974 women has been the subject of unwanted sexual attention and harassment to the point where sadly it just became "normalised" and in 2015 when we started Unichef it became our single core issue and a campaign we started and have watched gather and has now become law.

We have always maintained that the ONLY way to stop harassment kitchen was to legislate against it and now we have that vital piece of law that at last pushes doubt about what is harassment and who should be responsible into a much clearer picture.These definitions are clearly set out by ACAS as being..
 

making sexual remarks about someone's body, clothing or appearance


asking questions about someone's sex life


telling sexually offensive jokes


making sexual comments or jokes about someone's sexual orientation or gender reassignment


displaying or sharing pornographic or sexual images, or other sexual content


touching someone against their will, for example hugging them


sexual assault or rape

Finally now the onus is upon Companies, managers and Head chefs to police and be "proactive " against harassment in the workplace and finally those that suffer abuse can now see that the law is on their side and have that just support.

Harassment at work is vile,unnecessary and unproductive,it has nothing to do with our profession and we now must all rise to the challenge and stamp it out once and for all.

Two recent cases in the Unichef office have highlighted the growing use of surveillance in kitchens so we thought we would take this opportunity of inform you more on the subject.

Firstly is it legal to have CCTV inside your kitchen?

The simple answer is yes,HOWEVER…

There is a massive range of rules that govern its use and its these rules that employers tend to ignore.  They involve rules on the Data Protection Act and also The Human Rights Act.The reasons why they are installed and used are strictly enshrined in these acts and the penalties for ignoring their governance can be hugely damaging to both the employee and the employer.

Installing CCTV on premises is a very serious thing to do and should never be taken lightly. There is plenty of evidence and reports that show that long-term use of CCTV in enclosed spaces can have a psychological and physical effect on employees.

The long-term use of surveillance can have serious consequences on the employee and should never be used without consultation with the employee and guidance from The Information Commissioner.

Without a doubt, constant use of CCTC in any one place could be a Violation of your Humans Rights and should be investigated and complained against.

The uses and benefits of CCTV are seldom of any major significance and are rarely if ever used in the Employment Tribunal, and should never be used in evidence against someone unless there is clear and indisputable evidence of a crime.

Unichef have long fought against Cameras in kitchens. We see little point or justification and the disadvantages far outweigh the advantages and we deplore their use if the only reason is that the employer is paranoid about his staff and wants to “keep an eye” on them??

Say NO to CCTV..it is your human right.

 

Photo by

Juan Ignacio Rodriguez Moronta

For all those who have followed this incredible story, here is the latest news.

As you recall, our Member, A devoted Care Home Chef was dismissed for allegedly not completing an Allergen report. The Employer fabricated everything in order to dismiss her and Unichef submitted a massive 10 page IT1  to the Tribunal.

So strong was the case and legal merit put forward by Unichef that the employer has not submitted a defence and the case hase been won by default.

This is fantastic news for our member and our team who worked so hard to put a strong claim in for her. The case is now with a judge for evaluation on compensation.

This chef did no wrong, was a valued employer for more than 5 years and supported the Care Home though the pandemic at risk to herself and family. She had no previous warnings or disciplinary's and was an exemplary employee. The owner is a narcistic sexist bully who thought he could do as he wished with his employees.

Unichef has shown once more that we are afraid of no one, we take on those who hurt and harm our members, no matter who they are.

As we start 2025 Unichef is taking a long hard look at the established methods of payment within the Chef Agency sector.

Since the very early days of Chefs being employed by Agency’s it has been common practice for many ( if not all ) Agency’s to pay chefs according to either the clients requests, the chefs abilities, what a particular chef may demand in terms of payment,  or even what the Agent thinks may be a suitable payment .

The whole system with Agency pay has been shrouded in mystery for many, many years, often to the detriment of the chefs concerned.” charge Rates” ( what an agency charge’s the client ) are carefully guarded and transparency within the Agency Recruitment industry is opaque to say the least.

The Recruitment industry is poorly regulated ( they say not ) and is VERY employer orientated, chefs in many cases ( not all ) are treated as fodder for the system and many Agencys avoid and ignore current employment legislation, believing that they are often not the true employers and that the rules do not apply to them,  there are many grey areas that need to be resolved for sure.

We have always known that a chef can be paid at one rate and another ( doing the same job, at the same venue ) another rate, this has gone on for years, without chefs being able to complain.

Recent developments in EU law has now enabled Unichef to take a further look at the

We knew it would not be long before we get a Michelin Chef into court and now we have a date set.

On June 25th 2024 a well known ( self publicist ) Chef in Soho London will be before the courts owing our member and others many thousands of pounds in wages and entitlements.

This vile man has spent millions on refurbing his Restaurant,the best of crockery ,the best of cutlery and tableware the very finest decor,all in his narcissistic quest for "Michelin Gold" and all on the backs of his staff and his creditors.

He is without doubt the most obnoxious person this Union has ever had to deal with and we cannot wait to get this court order against him and finally show to the world the very seedy side of Michelin dining.

How so many Michelin Chefs are up to their neck in debt and struggle to pay their way and are in fact running their business insolvently and against the law and whilst diners happily scoff their Cuisine Miniscule"and gulp their Dom Perignon oblivious to a young family in London with a baby who is owed more than £10,000 and who have struggled to pay for simple necessities.

Unichef has never exposed any employer before and this will be the first but have no doubt we WILL EXPOSE this chef and let the world see exactly what has been going on Michelin kitchens for many years.The amount of stress and worry this family has had to endure in the name of Michelin is simply appalling and when our industry scratches its head wondering where all of the staff have gone to we have to believe that the problems we have been complaining about for so long are there right in front of our eyes every single day.