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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.

 

It's no surprise that Leeds fated Michelin-listed Man behind the Curtain has finally closed its doors after what can only be described as one man's egotistical culinary adventure.

Michael O'Hare has gained not fame but notoriety by often challenging the culinary norms with Avant Gaurd perceptions of what people want to eat and experience.If there was ever a reason just why Michelin must look deeply at its criteria for culinary awards then it is indeed this venture.


That this chef thought it perfectly acceptable to serve his paying customers a Red Sea Prawn on the top of an old-fashioned telephone beggars' belief clearly indicated that this chef




The company behind the Man Behind the Curtain in Leeds, which traded as Psycho Sandbar, was shown to have owed almost £1m when it entered liquidation last month.





 

 

We warned in 2022 that the concept of Michelin Starred dining was fast fading and the shocking news that Purnell's in Birmingham has closed after 17 years will send shock waves through the industry
This highly acclaimed and hugely successful restaurant is yet another in the now growing list of Michelin Starred Restaurants to shut up shop due to the massive costs of maintaining prestige.
This is now on the backs of recent announcements by Micheal Cains,Michel Roux jnr,Nick Nairns, Micheal O'Hare,Tom Brown and many others and we warned that many more would follow.
 

The reasons are many and complex but one thing they all have in common is the massive wish to diversify and capitalise on their award by getting involved in more work other than concentrating on the core business that made them what they are?

Books,TV shows guest appearances, award ceremonies, you name they do it..anything other than cook?

Seems that once you get a Michelin Star, that's it..feet up, let's get another 5 restaurants, cafes, street foods, and the rest..the money starts rolling in ? the temptation to "cash in " is just too great for many of them,one restaurant doing great just isn't enough.

We have said for a long time that greed is at the heart of the Michelin system.Greed by Michelin themselves and greed by the chefs and Restaurants that get the award.

For sure the Michelin Gravy Train is grinding to a halt,not just in the UK but many more countries also..It was always a French Creation for the French Gastronome , perhaps it should have stayed that way?





 

A new tipping law, which has made it illegal for companies to withhold tips from employees, has been welcomed by workers and industry bodies but could lead to a headache for employers.

Until today, Employers were able to choose whether to keep tips made on cards, or whether to pass the earnings on to employees.

The new regulation will give staff the right to see their employer’s tipping policy and a record of the tips provided by customers.

Lawyers have urged Employers to be careful about following the policy and said that the regulation could lead to significant costs related to compensation. The legalisation enables

At last some good news for our industry and our members.

The Good Work Plan that we told you about in 2020 is finally about to come to fruition with next month's announcements of the final instalments of the revolution in working practices.

Since day one of Unichefs conception we have fought hard to abolish split shifts and at last we now have concrete plans from the government for the introduction of two-sided flexible working. An end to split shifts and zero-hour contracts, and also an end to employers cutting shifts at short notice.

No longer will your employer be able to demand split shift working and cut your hours in the middle of a shift, they will also be required to offer “fixed” hourly contracts well as a statutory requirement to inform you of your rights to join a Union.

Other plans are a new 6-month rest period before you apply for unfair dismissal ( instead of 3 months ) and a shortened period of qualification for unfair dismissal ( currently 2 years ) as well as changes to harassment and discrimination laws.


We haven’t quite got all we wanted, there is still work to do on “copy and paste” contracts, Entity identification (the name on your contract), and also penalties for pay mistakes.

However the mood within the government is now ready for these changes and we will keep battling to make our industry better and safer for our chefs, so watch this space.

The results of our survey into bullying in Commercial Kitchens have now been compiled and show some interesting results.

Almost 70% of Chefs questioned said they had been the target of bullying in the past.,and 30% more recently.

50% of Chefs said they had witness bullying in their kitchens although they were not the target

Almost 80% of bullying came from either their Head Chef,Manager or Sous Chef

The situation was split when asked if things regarding Bullying were getting better with 40% saying they were better but almost 60% believing things hadn't canned and was still a major issue.

Staggeringly 80% said that leadership and lack of experienced staff was also a major concern with almost 60% believing that a lack of knowledge and understanding was a contributing factor to bullying in kitchens and a further 60% also believing that the bad portrayal of chefs on TV had also become a factor in bullying.

We sincerely thank all of those who contributed their time in taking this survey and we leave you all to consider the results.

 

 

Who is my employer?

When is your employer NOT your employer is a question that is now being asked of us more and more.

You may think this is a simple thing but it can be extremely complex and costly if you are dismissed unfairly or even if you have any work issues at all.

A recent case highlights just what we mean. https://www.gov.uk/employment-tribunal-decisions/mr-d-vogiazinos-v-sola-fine-dining-ltd-and-others-2201528-slash-2024



In the case of Michelin starred chef Victor Garvey who hired our member to work at his premises in Soho, London and he continued to work for Garvey at those premises for many years working with Garvey to achieve his first Michelin Star.

However unbeknown to our member he was not technically employed by Garvey (he claims) but by the limited company owned by his girlfriend.  The company paid Garvey’s employees on his behalf therefore devolving him of any responsibility but this was never explained to any of his staff.

When our member was dismissed unfairly Garvey denied any employer responsibility even though he had hired and fired on the companies’ behalf.
The case was found against Garvey and has since been ordered to pay more than £15000 in compensation.


The case highlights the growing issue of “entity or Employer identification” and is a serious concern within the industry. This is when an employer deliberately sets out to confuse and deceive their employees by offloading their legal responsibilities to a shell company. This despicable practice is more common that even we realised and we ask all Chefs to check their contract and to find out just who they are actually employed by, often they will be shocked to find that it’s not the people they are working for?

I
 

 

So sad to see that our warning that worse was to come is very much coming true but this news that the iconic Waterside at Bray has made substantial losses is much more than a "sign of the times.

Last month we suggested that this was the start of a major change in British cookery with the losses of Le Gavroche and also L’Ortolan we are seeing the demise of major Iconic Michelin houses before our very eyes and we predicted more to follow.

At the heart of it all is the very model of Michelin dining and yet once again the blame is laid at staff costs?

Those that eat at 3 star Restaurants care little about what goes on behind the scenes can easily afford the increases set to achieve the highest of culinary standards.  That chefs and waiters demand the equivalent in renumeration and are  blamed for the operational failure is appalling and insulting,and proof that these restaurants have grown famous on the backs of cheap labour.

The Michelin model has been broken for many years and whilst they dole out stars left, right and centre to restaurants that simply don’t deserve that level of accolade then so the market becomes saturated with Michelins on every street corner ( 3 in Bray alone )

The fact is that those that dine Ala Michelin have an enormous choice as never before and in many cases much of it being the same and we believe the mystique and aura of visiting a Michelin house has become the thing for one off dining events as those of HNW can easily

 

Can Your Employment Be Terminated For Posting On Social Media?

Many of us use Social Media every day and most of the time there are no repercussions for sharing an article on a website or posting a comment, for example. However, employee’s should be aware that the use of Social Media can sometimes result in disciplinary action, which can result in a Gross Misconduct dismissal. This is the case even if you were using Social Media outside of work.

Social Media Policy

It is recommended that employers have a Social Media policy and that this is introduced to the workforce. By doing so this will help set out what behaviour could constitute Gross Misconduct and the sanctions available to the employer. However, whilst it is recommended that an employer set out a comprehensive Social Media policy, even without one, certain action online could still result in disciplinary action.

How Can Social Media Result In Gross Misconduct?

Gross Misconduct is described as conduct which undermines the relationship of trust and confidence to entitle the employer to no longer retain the employee in their employment. The ACAS Code also sets out the meaning of Gross Misconduct.

“Some acts termed gross misconduct, are so serious in themselves or have such serious consequences that they may call for dismissal without notice for a first offence. But a fair disciplinary process should always be followed, before dismissing for gross misconduct.”

Gross Misconduct can therefore extend to an employee’s use of Social Media, if the employer reasonably considers the employee has engaged in conduct which could cause a loss of reputation to the business.

Acceptable Behaviour and Loss of Reputation

An employer has the right not to suffer a loss of reputation, by an employee’s actions, and so anything an employee posts on Social Media, which negatively impacts the employer’s reputation, could result in a disciplinary action leading to dismissal.

What are the legal guidelines for setting up and conducting performance appraisals in the UK?

Employers are not legally required to conduct appraisals. However, this is a good idea as an appraisal policy can highlight performance concerns through monitoring or serve as a reminder of the attainable targets which must be fulfilled before a pay rise or promotion can be considered. This two-way process allows both employers and employees to share feedback. Instilling a progressive and transparent workplace culture can boost staff morale and result in greater productivity.

How should employers legally address performance issues that may lead to disciplinary actions or dismissals?

Where performance-related concerns have been identified, an employer should first consider whether these can be addressed on an informal basis. This approach would be appropriate in circumstances where minor problems are apparent or to draw a line in the sand where longstanding issues have not previously been addressed. An employer can take formal action against repeat offenders who fail to take on board constructive feedback.

If an employer intends to pursue formal disciplinary action, a thorough investigation must be conducted to establish the root cause. Where an employee cites health concerns as the primary reason for their underperformance, employers should consider obtaining a medical report from the employee’s GP or pay privately for an occupational health assessment. If appropriate, an employer should make reasonable adjustments in accordance with the Equality Act 2010 to avoid a discrimination claim.

Once any mitigating factors have been addressed, an employer can progress to a formal




 

Due to the increased levels of complaints we have received recently we thought we would put this one out to all our members and and followers.It's been ages since we did a survey so let's crack on with this one.



 





We believe that bullying in kitchens is still a major issue in Uk kitchens but we would really like you views.





All of our surveys have always been really popular and we expect this one to be massive.

The survey is anonymous and you will not be identified in any way



 





Just click on this Link below to start the survey.



 






https://www.surveymonkey.com/r/SRLW8C

 

 

many thanks and stay safe.




 

Finally we can now tell you the full story of Chef G and her amazing fight for justice.

olving but male pride and male dominance of the company and kitchen meant that their egos were more important to them than common sense,in reality it could have all been sorted over a cup of tea and bunch of flowers...  not a good way to run a business you might think?

Every day for the last year we have supported, encouraged and inspired Chef G to her successful claim,  we never stopped believing in her case and her amazing fight for justice,  she is a truly remarkable and inspiring woman and it has been a total pleasure to have her as our member.Her courage has inspired everyone around her and will now act in encouraging more women to come forward and seek justice for how they are treated at work and what she has done will be remembered here at Unichef for many years to come.


Unichef has shown once again that justice for UK chefs is very possible. Our chefs have a strong and powerful Union that is prepared to stand up and fight for their rights and success is there for those that seek it.

 

 

Lately, we have a series of members complaint all involving TOIL.( Time off in Lieu) With members wishing to know their legal rights revolving around time owing to them though overtime worked.

The answer is quite simple…you have almost NO rights at all where TOIL is concerned as it is a “gentleman’s” agreement between the employer and employee and there are currently no laws that govern TOIL, it is in fact a civil contact between 2 parties, difficult and expensive to prove in court.

Occasionally there may be a written agreement but even then it can get quite complex and often you will find that the employer will dig in their heels, and still refuse you the time off that you are owed, and there is little you can do about it.

So what is the answer to TOIL?

TOIL works fine when it suits BOTH parties and there is an honesty between you but be very very weary of complex time controlled systems that monitor each and every hour that you work over your time and NEVER be in position where substantial amounts of time are ever owed to you or enter into a contract where TOIL is closely monitored.

Our advice will always be this. Stay in control of what is owed to you in TOIL and never be owed more than your kitchen can easily give you back without employing another chef to do your job.

TOIL is one of the few things that is still unregulated so please be very careful with what is owed to you.

Well, at last someone of renown has finally had the guts to come out and tell it like it is?

Well done to Michel Roux Jr for at long last acknowledging what Unichef has been saying since 2015 and that bullying has ruined our industry and profession to the extent that it's affected the provision of chefs coming into the Hospitality sector and not only chefs but waiters and others staff also.
“We want the next generation of chefs to fall in love with this industry, not to hate it.” He says, but it seems still staying shy of just why Marco and Ramsay became so tyrannical after being at Le Gavroche.

Indeed, William Sitwell himself is slightly perplexed at having to leave that conversation for another time?


As Unichef prepares to battle in the Courts again over yet another bullying Chef,  hopefully slowly but surely chefs are beginning to realise that the bawling and shouting of bullying behaviour is at last beginning to fade and that a Court Trial for unfair dismissal isn’t the way to run your kitchen ?

 

 

Having a bully for a boss isn’t pleasant – but it certainly livens things up

WWW.TELEGRAPH.CO.UK




With the closure of Le Gavroche, Michel Roux Jr called for the end of aggressive kitchen environments. But do we sometimes need conflict?






 

(C) Workplace Coercive Control occurs when someone intentionally targets an employee(s) to injure, damage or destroy their presence in the workplace. This usually consists of a campaign of terror until the perpetrator(s) underhandedly forces and ends the targets working life.

So,we've all been there for sure, that one person who just HAS to have the final say no matter how stupid or unreasonable it is,but why? what is all the fuss about and just why are they intent on "power trippin" ? 

Coercive Control is a growing phenomenon,some people describe it as "gaslighting" but in fact it is a subtle but very dangerous form of mind control that is designed to weaken your resolve and demean you to level of subordination.You will find that this behavior often stems from their homelife and they will often have a history of intimidation within their family,often abusing their spouses and children.


Nasicism in its extreme,where the perpetrator not only doesn't care,but doesnt even realise the damage and hurt they are doing,and that damage can be very damaging indeed and very long lasting also.

They often put constant pressure upon you to agree with them or think and act as they would want you to,but it often them having that "final word" which is the telling point.You will also find that these people may well have been involved in other conflicts such as a

 

New Director For Unichef

This month Brendon Ireland Joins us as Culinary Director.

Brendon is head of the National College of Hospitality and will oversee the future training and development of Unichef members and support them in their culinary ambitions.He has huge experience and a massive thirst for inspiring talent so go to the Food Forum on our website and connect with him today.

 

HMRC …one more try

Once again we will be given it another go,hopefully in the next month, to try and get our members an exemption of their fees and have it reimbursed through your tax as a legitimate tax relief.We are amazingly close so fingers crossed we are successful this time.

 


 

Another win for Unichef

This month we did battle in the courts again,this time on behalf of a young chef owed money by his thieving employer.We won and the chef was awarded £2300.

This is just one of the many cases of “wages theft” that Unichef is currently involved in,
Stand up and Speak out if you are owed money by your employer and we can help get in touch now.


 

New Food Forum

Our new Food Forum starts this month with Unichef Culinary Director Brendon Ireland  and gives our members the opportunity to interact and learn from other chefs,so come along and have your say..open 24/7 on our website.

 

New Partners

wow ! we have been busy, just look at our new amazing partners....

 

National College of Hospitality




 

Inspire the Future




Home - Inspiring The Future

WWW.INSPIRINGTHEFUTURE.ORG




What we do Why it works





North East Autistic Society




North East Autism Society

WWW.NE-AS.ORG.UK




North East Autism Society





 

Kitchen Knives  since 1899




Professional Kitchen Knives at the UK's Best Prices - Established in 1899 - KitchenKnives.co.uk - KitchenKnives.co.uk

WWW.KITCHENKNIVES.CO.UK










 

In 2021 we heralded the Government’s plan to upgrade much of the Current Employment Legislation.

The Good Work Plan was the brainchild of Mathew Taylor and out of almost 50 Recommendations the current Conservative government had accepted the vast majority of them.

Sadly because of the Pandemic and the slow return to Preliminary pace much of this has been delayed.

However the good news is that a whole range of draft legislation is going though Parliament as we speak and whilst we still have along way to go there is some great news for those who always said nothing ever changes in our profession.

Here is a brief look at some of the changes that will affect chefs in the UK.

Workers (Predictable Terms and Conditions) Bill

A Private Members’ Bill to give workers and agency workers the right to request more predictable terms and conditions of work.

The Bill passed its second reading in the House of Commons and is due to be considered by the House of Lords shortly. It is being backed by the Government, so is likely to come into effect at some point if that remains the case.

This is MASSIVE for the Industry and will give those on Zero-hour Contracts may now have the right to be given a a more predictable contract according to their history of work. In other words, if a after a period of time (to be determined) you have worked standard 20-40-hour week (or applicable) you will be able to request a predictable contract based of your history of work. The new law will also allow you to continue on a Zero option if so preferred.


This will also apply to those shifts that traditionally get cut in the middle of a shift due to lack of business, in future if your rostered for 8 hours your employer must honour that also unless you have a flexible arrangement that adds up to your contracted hours at the end of the week.

 

oops...in the news again hahaha..

 





Great article by Sammy Gecsoyler in today's Guardian about Michelin Restaurants and how they ( the few ) are changing their ways to be more "chef friendly",forgetting the fact that they have HAD to do this to keep chefs ?

 





Those contributing seem to think that all the bad points in the industry have been miraculously erased and that we no longer suffer discrimination,bullying,harassment,prejudice,wages theft and wrongful dismissal etc etc !!

 





I gave my opinion on what they have said,but what do you say..are they right or are they still living in a" Michelin Bubble"
 





would love your thoughts as always please...

 







New generation of UK chefs taking the heat out of the kitchen | Restaurants | The Guardian

WWW.THEGUARDIAN.COM




A work-life balance may have been unheard of in high-end kitchens in the past, but restaurants are now having to make changes





 

The Dominic Raab Affair

If your wondering what Ex minister Dominic Raab and Unichef have in common then read on?

Since our conception in 2015 Unichef has constantly and consistently fought against bullying and harassment in UK kitchens.
Last week when the Deputy Prime Minister resigned over bully allegations it signed a new chapter in workplace relations that will last for many years to come.

Finally the issue of bullying now been clearly defined by a leading KC and that in itself has set a new precedent for what can now be defined as “Workplace Bullying”

For years we have been warning chefs that this day would come, that there arrogance, shouting, bating, banter and sexist overtones amounted to dismissal and we have been proved right.
That overbearing criticism, belittling of people and humiliation can all now be termed as “abuse of power” and that can lead to dismissal and even prosecution.

Even as you read this we are involved in several serious cases where “abuse of power” by either a Head Chef or Sous Chef has been ignored and allowed to create an “atmosphere of fear” and intimidation.

Even now in the 21st Century we have Chefs who believe that the can do and say whatever the like in “their” kitchen. Their time has come, their reckoning awaits and Unichef will punish all who abuse abuse and condone this vile and outdated behaviour in the workplace.

 

Almost 60 surge in pubs shutting for good this year

WWW.THECATERER.COM



The rate of pubs being demolished or redeveloped increased by almost 60 during the first three months of the year as energy bills continue to batter the sector.





 

Almost day one Unichef have seen the vision of diversity as the answer to the majority of the issues in modern catering,  and now yet again we have been proven right.
At  last a major figure in the profession has had the courage to say what we have believed in for so long that the major issues of drugs and sexism will not go away whilst we still have male dominated kitchens.
This outdated and largely unworkable method of kitchen planning often sees high turnover of staff and increasing problems of recruitment and low morale.
Once again Jamie Oliver's insight into our industry is stunningly accurate, his bravery exemplary and his vision acute. He knows more than most and has the balls to say so.
His admission that he works better when he thinks like a woman and has women around him is extraordinary and one that many chefs can Identify with but have not had the courage to say so.He sees the unique and special talents women bring to a kitchen and their simplistic and uncomplicated attitude to food that can enhance a working environment tenfold.
50/50 kitchens have to be our future, there can be no doubt now and
applause and credit once again to truly inspirational Jamie Oliver.
 

‘It’s quite scary!’ Jamie Oliver says upscale restaurant kitchens are ‘flooded’ with drugs

UK.NEWS.YAHOO.COM



The celebrity chef spoke about the ‘aggressive’ and ‘male-driven’ kitchens he’d worked in previously





 

The recent tragic death of Masterchef Jock Zonfrillo has highlighted yet again the extremes that chefs constantly find themselves in. Whether that be the hours they work or the pressure to achieve, but more and more often it’s the financial extremes that are pressurising them in having to achieve the slimmest of margins and the highest of profits.

Is it any wonder then that this inevitably has an impact on the health of those chefs?

The Article attached gives the names of many of the leading chefs that has sadly left us too young, not forgetting the super talented Gary Rhodes and Paul Kitchen whom so many of us still look up to for our inspiration in British cooking.

All of them will be so very much missed.
 

Jock Zonfrillo: Why chefs Anthony Bourdain, Jeremy Strode, Justin Bull, Darren Simpson died young | Daily Mail Online

WWW.DAILYMAIL.CO.UK



When MasterChef host Jock Zonfrillo died suddenly this week, his name was added to the tragic roll call of chefs who died from unnatural causes.





 

Almost since our conception as the voice of UK chefs Unichef has constantly and consistently campaigned for Diversity and Inclusion for our Profession, we have and always will see it as the answer to so many of our issues.

So with great sadness we see yet again the commencement of yet another “man cave “kitchen but with the added caveat that this time the Chef/Proprietor has at least received considerable flack for doing so.

At least we can take some comfort that our message is getting through even if its not quite reaching all those that bury their heads in cookery books instead of realising that the development of their brigade is equally important as developing recipes?
 

Thomas Straker acknowledges lack of diversity in his kitchen and pledges to do more

WWW.RESTAURANTONLINE.CO.UK



Thomas Straker has said he’s ‘committed to ensuring diversity’ in his restaurant following criticism online over the lack of both female employees and people of colour in his kitchen.





 

With news that a London Authority plans to set up a Teaching Academy that will centre on the divisive nature of London cuisines and NOT the classical teachings of previous chefs, have we at long last come to some sort of consensus in the way that we teach our future chefs.

Unichef has long believed that our teaching system is in meltdown and that the fundamental belief that we must teach our future chefs the classical way of learning was steeped in 70’s nostalgia.

Could we have realised along last that teaching Kimchi dressing is just as  important as vinaigrette and that true adhesion to French Cuisine is simply a myth portrayed by people who don’t know any better?

We all know that times have changed, and that the industry has changed …Isn’t it about time that we changed too ??