Brian

During a lecture for my degree in addictions therapy the tutor said that there were certain professions that have a higher rate of addiction than others, chefs were mentioned as one of those. No surprise then that in a class of twelve students, two of us had been chefs for over 20 years and had our own past substance misuse issues. Following that, during my experience working in residential rehabs I noticed quite a few clients were or had been chefs in the past. This got me thinking, I knew why I used to drink when I was a private chef, the pressure, the control, performance anxiety and need for perfection were all factors, but I wondered why it was that chefs as a group had higher instances than the general population of potentially harmful alcohol and drug use. It seems the idea that chefs and substances are a perfect pairing has always been there, there were the drunken chef stereotypes even before television brought the early celebrity chefs to our living rooms, with a glass in one hand and a spatula in the other. Then, twenty years ago Anthony Bourdain’s “Kitchen Confidential” brought the industry’s dirty little secrets to the public eye, the exposure of the drug and drink fuelled kitchen culture didn’t do anything to stigmatise it, to the contrary, it seemed to glorify and normalise it and attracted a small army of celebrity hopefuls happy to be part of the macho anything goes kitchen culture. “it’s wrong, but “look at what I can do and what I can handle when I just have a few drinks / bump/ speed etc to get through service, then just have a splif to wind down and get some sleep so I can do it all again next shift.” I think we all know that there is a high level of Alcohol and Drug use and misuse in the profession, and the question is why? Research has found that hospitality employees have significantly higher rates of risky alcohol and illicit drug use compared to other industries (Berry et al., 2007; Roche et al., 2008) and an Australian study found that hospitality employees are up to 3.5 times more likely than other workers to use alcohol or drugs at work or to attend work under the influence of alcohol or drugs (Pidd et al., 2011) and parallel research indicated that the prevalence of drug and alcohol misuse use among trainee chefs appears notably greater than the rates for the general population of the same age (Pidd et al., 2014). There are a couple of schools of thought as to what factors contribute to this, one is that the users are mentally or physically predisposed to use substances, that they have an “addictive nature. The other is that it’s the environment that fosters the desire to use substances, in other words individuals use substances to deal with the pressures of the job, the stress, the heat, irregular hours, pressure, lack of sleep etc. Adding to that, staff often report high levels of on the job bullying and sexual harassment, ( Roche, Pidd, & Kosta- dinov, 2014,) so they may resort to using drugs and /or alcohol to reduce tension and cope with stress associated with this (Murray- Gibbons & Gibbons, 2007) . Another factor to consider is availability, most kitchens have adjacent bars/pubs and staff may be bought drinks, or the culture might be that its ok to drink a few beers during service or clean down. Workplaces may be located in an area where its relatively easy to obtain drugs or co-workers have a ready supply. Then, in accordance to social norms theory, peoples’ assumptions regarding acceptable levels of substance use based on un-written rules, mirroring collectively agreed-upon behaviours, attitudes and beliefs (Zhu et al., 2011). In other words, it is the monkey see, monkey do culture of “it’s no big deal, everyone’s doing it” … and so, before long almost everyone is. In some work places there is a tradition of a couple of free drinks after service, and sometimes a few drinks after service continues on to other venues, and chefs catch up on a social life they would otherwise wouldn’t have, the cycle continues the next night and you are wondering how to get through service! If you cannot stand the heat, get out of the kitchen, or just do what everyone else is doing right? Obviously, this is not the case in every kitchen but it's interesting how substance use became so accepted in the industry, But in the past couple of years it has been highlighted as something that is no longer acceptable, facilitated by some prominent chefs going public with their mental health and substance misuse issues and making real moves to change the axiom of turning a blind eye to substance use, and what can be a toxic work culture that results in some chefs relying on substances to function. There has been a number of peer support groups emerge to support those experiencing issues, Facebook groups and education re recognising those with poor mental health etc., also, an excellent US web page called “chefs with issues” In an interview with The Guardian newspaper in 2017, a year before his death Anthony Bourdain opened up about his regrets, shame, and what he called his "unhappy soul" Bourdain reflected on his chaotic life in the kitchens, saying he had finally "put aside my psychotic rage, after many years being awful to line cooks, abusive to waiters, bullying to dishwashers. It’s terrible – and counter-productive – to make people feel idiots for working hard for you.” He also had acknowledged that he struggled with drug addiction and had a history of heroin use. (Bourdain's body was found in his hotel room in France. He is believed to have killed himself) So, regardless of whether you are a newly qualified chef or veteran you will most likely come across the issue of substance use and its effects on your team. What we aim to do here is to provide resources to understand the issue and the ripple effects, from morale, lost productivity, health issues and workplace culture to recognising the signs when you or a colleague needs support, and where to get help and what’s available. REFERENCES Berry, J. G., Pidd, K., Roche, A. M., & Harrison, J. E. (2007). Prevalence and patterns of alcohol use in the Australian workforce: findings from the 2001 National Drug Strategy Household Survey. Addiction, 102(9), 1399e1410. Murray-Gibbons, R., & Gibbons, C. (2007). Occupational stress in the chef profession. International Journal of Contemporary Hospitality Management, 19(1). Pidd, K., Roche, A. M., & Buisman-Pijlman, F. (2011). Intoxicated workers: findings from a national Australian survey. Addiction, 106(9), 1623e1633 Pidd, K., Roche, A. M., Fischer, J. A., & McCarthy, C. (2014). Risky behaviours, risky work settings: the alcohol and drug consumption patterns, health and well- being of commercial cookery trainees. Journal of Health, Safety and Environment, 30(2), 301e311. Pidd.K Roche.A. kostadinov.V. Trainee chefs’ experiences of alcohol, tobacco and drug use. Journal of Hospitality and Tourism Management. V 21. Dec 2014, 108-115 Roche, A. M., Pidd, K., Bywood, P., & Freeman, T. (2008). Methamphetamine use among Australian workers and its implications for prevention. Drug and Alcohol Review, 27(3), 334e341 Roche, A. M., Pidd, K., & Kostadinov, V. (2014). Trainee chefs' experiences of stress, bullying and coping in commercial kitchens. Journal of Health, Safety and Environment, 30(2), 259e269. Zhu, J., Tews, M. J., Stafford, K., & George, R. T. (2011). Alcohol and illicit substance use in the food service industry: assessing self-selection and job-related risk factors. Journal of Hospitality and Tourism Research, 35(1), 45e63. Anthony Bourdain: ‘I put aside my psychotic rage, after many years being awful to cooks’ | Anthony Bourdain | The Guardian WWW.THEGUARDIAN.COM The chef and author on encountering vichyssoise aged nine, practical jokes with his sous chef, and learning to take food less seriously

For too many years now our Industry has been plagued by the crazy notion that some sort of recreational drug or liquid crutch will get chefs “through the day” and that they “need” those items in place to be the chef that they are or want to become ?? Yet repeatedly our Union sees the massive result in the scrapheap of chefs who thought that drugs, alcohol and even Caffeine drinks were the answer to their pressures and workload. There are so many that contact us who “used” to be a chef, with the same story. We even encounter Ex-offenders who once again tell us how the pressures of the job, drove them to substance mis-use and then into crime, one-minute working on their dream, the next involved in a nightmare. All aspire to be great chefs, all look to their hero’s, the classic legends who crafted our profession, Escoffier, Bocuse, Mossiman, Blanc etc, we all have our favourites. But few chefs stop to question just HOW these great chefs got through their days of stress, without a joint to calm them down or twenty cans of Red Bull for them to do their job?? Maybe they can’t understand that the greatest of chefs just don’t need stimulants, that the love of their craft, their own drive and commitment and the “natural high” they get from being in one of the greatest professions in the world is all they need to get them “through the day “? It’s all so easy to criticise, I know that, but as a chef who has worked for the last 46 years and still puts in 70 hours with more pressures and stress then you can ever imagine, without anything thing more than uplifting than a cup of tea of tea, I often wonder just why such chefs need to be in our industry at all ? If they really need such artificial props to survive the rigours of the day, are they really the chefs we need in this industry, shouldn’t they just get out of it?? Easy to say but misuse is now so rife that it must now be considered a serious threat to safety and a massive disincentive to many youngers wanting a career as a chef. The foolish belief that you need drugs to be a good chef, or that you need drugs in your kitchen to make it “groove” is just the biggest load of hype this industry has ever seen and time we all “called out” drug taking in kitchens, those that use them, those that sell them and also those that turn a blind eye. Of course, as an industry we need to support those who truly need it,and Unichef will always stand by those with MHI who feel drugs like Cannabis ease their situation, but the mass acceptance that drug taking at work is "normal" needs to change. If someone was drunk on duty, its gross misconduct, and an instant dismissal, but someone having a joint or a line at work is somehow more acceptable ? In Post Pandemic Britain, Drug Free Kitchens must now be the norm.Perhaps drug testing at work should become more standard practice than it is at present and perhaps this is our chance to rid kitchens of substance mis-use and return our kitchens into a safe and healthy workplace environment. http://www.tuc.org.uk//themes/tuc_twig/favicon-32x32.png Drugs and alcohol in the workplace | TUC WWW.TUC.ORG.UK This guidance is intended to assist workplace reps in developing policies to deal with alcohol and drug problems in the workplace.

Almost since the very early days of our Union, have we been warning of that the days of chefs being able to dominate, bully, harass and do as they please were numbered. Few have heard of the term, Vicarious Liability, but along with chefs now having to be Pharmacists, Scientists and Mathematicians, you will now need to be Lawyers and be very much aware of the pitfalls of this often used but seldom explained rule of law. Vicarious Liability is one of the two Laws of Civil Liability. The other, Direct Liability, is more often understood by chefs who understand that employers could be sued if someone is made ill by food kept in dangerous conditions or if they neglect health and safety laws etc. Vicarious Liability is the Employers responsibility for what their Employees say and do during the course of their work. Whilst normally Employers cannot be held accountable for your direct actions, they can be made liable for failure to take the appropriate action to either stop future incidents or the chefs continued actions, and the ultimate way of guaranteeing this is to dismiss the accused chef through gross misconduct clauses in their contracts. But why exactly should they need to resort to such extreme measures? It's simple, and yet so many fail to understand. The financial penalties for negligence on behalf of the Employer can now run into tens of thousands of pounds. If an employer fails to take decisive action over a complaint against the perpetrator, they stand accused of a lack due supervision in their legal Duty of Care to their employees, and indeed “turning a blind eye” can also apply to anyone in supervisory care, including Head Chefs. The action is indefensible, and Unions can do little about it so long as due process had be adhered to. So severe can the penalties be that dismissal is often the only course of action that a company’s lawyers will recommend, its final and decisive and the company escapes further claims. Chefs must also learn that their victims voice must be heard above all others and that because of the risk of Liability, employers must listen and support those who complain, not to do so may make them liable to further action ( from Unions such as ours ).So the accused’s word against someone else’s can be, and often is irrelevant. If the victim has a witness to what was said or done, the case is even more secure. So those chefs that believe they are “indispensable”, that they are so good at their job that they can say and do as they like in “their kitchen “ need to wake up and smell the coffee…very quickly The days of the most junior of staff members being able to take offence at what you say to them and see you on the dole are right here and happening right now and the cost of a loose tongue and a toxic attitude can be very, very costly.

Many reading this will be unaware, (as I was) about not only how difficult it can be being a chef with Asthma, but indeed just how dangerous it can be also. The tragic death this year of 19-year-old Lauren Reid at work in her kitchen in Glasgow has truly shocked all of us into learning more about Asthma and how we can both support our colleagues’ and raise awareness of this terrible illness. Of course, there are many causes and facets to Asthma and we are no experts, but we very much see Asthma as an increasing illness that seriously effects many Chefs in the UK and so Unichef has committed itself to bringing support, education, and awareness to the issue. Little is known of the effects of cooking with Asthma but a recent study in Norway has highlighted the dangers of inhaling Carcinogens and Acrylamides and often much more simple, everyday substances such as flour can be now considered a dangerous substance for many, and this research shows a clear increased risk of respiratory problems for chefs and Bakers who continuously inhale fumes and dust/flour. Indeed, there have been many study’s in the USA of the increased risks associated with long term use of Trans Fatty Acids and the effects of breathing hot cooking oil. We must now look at the long-term practises of frying and grilling which create such toxic atmospheres and begin to realise the effects they have not just on the closest worker but all those within the kitchen. Together with Laurens mum, Elaine Cunningham, we are now, in honour of Lauren, taking Asthma much more seriously and will now include Asthma in our Chef Wellbeing programs in the future and discuss the issue with chefs in much the same way as we do Mental Health and other health subjects. UK chefs and employers must all now begin to think and behave in a different way to the toxic environment that kitchens can be and look not only at the causes and effects of asthma but indeed look at preventing needless deaths such as Lauren Reid’s in the future by being more aware of the dangers and signs of distress. There is lots we can all do, and in Laurens name we need to start right now. Cooking fumes can create respiratory problems for chefs SCIENCENORWAY.NO Cooks live less long on average than people in most other occupational groups. Changes in their working environment could result in better health for many. Asthma UK | Homepage WWW.ASTHMA.ORG.UK Petition · Glasgow city council : #Lauren’slaw-asthma awareness · Change.org WWW.CHANGE.ORG #Lauren’slaw-asthma awareness

UK’s top chefs urge government to appoint Minister for the Hospitality Industry and demands rightful representation in light of recent struggles. PRESS RELEASE (9 October 2020): Claire Bosi, Editor of leading hospitality publication Chef & Restaurant Magazine, brings together some of the nation’s best chefs and hospitality representatives in a petition urging the UK government to impose a Minister for Hospitality. The group, which includes world renowned chefs including Marcus Wareing, Angela Hartnett, Asma Khan and Tom Kerridge (additional names below), is calling for the appointment of a Minister for Hospitality to the UK government to ensure the representation of the interests of one of the country’s leading industries in Parliament. Responsible for around 3m jobs, generating £130bn in activity and contributing £38bn in taxation annually, the sector has been impacted heavily by Covid19 and the Government’s thoughtless policy and communication surrounding the pandemic. The group argues that, having a representative voice in Parliament, as the Arts and Sports sectors do, would have been beneficial during what has been an exceptionally trying 6 months for the sector. Lockdown and the government’s contradictory communication around it was the start of many difficulties for the industry, with the introduction of a curfew across the country the latest. With no representation in Parliament, the government was ill-equipped to assess the potential damages of its policy, or the ways in which these might have been mitigated. Commenting on the petition, Claire Bosi said: “2020 has been detrimental for our entire sector. Policy has been made and unmade without consulting those that are impacted most. Our country is renowned for having a hospitality sector that is synonymous with excellence, innovation, and inspiration. As such a vital part of both the country’s economy and reputation, it seems fair that we, like other sectors, are given a representative voice in Parliament. We need a Minister who can listen to concerns on taxation and legislation and bring forward our suggestions to policy makers on our behalf. This is about efforts to secure our industry’s success in the future". Among the expansive group of industry figures supporting the petition are: - Kate Nicholls, CEO of UK Hospitality - Angela Hartnett, Chef Restaurateur behind Michelin-starred Murano, and the Café Murano group (London) - Marcus Wareing, World-renowned British chef behind Michelin-starred Marcus at The Berkeley Hotel (London) - Asma Khan, Chef and Owner of Darjeeling Express (London) - Mark Birchall, Lancashire-born chef behind two Michelin-starred Moor Hall Restaurant with Rooms (West-Lancashire) - Tom Kerridge, British chef behind two Michelin-starred The Hand and Flowers (Marlow, Buckinghamshire) amongst other restaurants in London and across the UK - Andi Oliver - Founder of pop-up brand Andi’s Wadadli Kitchen, television & radio broadcaster & food writer - Michel Roux Junior and Alain Roux, Chairmen of prestigious world-renowned culinary competition, The Roux Scholarship, and sons of key culinary figures Michel and Albert Roux - Clare Smyth, Chef Owner of two Michelin-starred Core by Clare Smyth (London) - Mike Reid, Culinary Director for M and Gaucho Restaurants - Paul Ainsworth, Cornwall champion behind Michelin-starred Paul Ainsworth at No.6, as well as other hospitality businesses in the region - Neil Borthwick, Head Chef at The French House, Soho (London) - Zoe Adjonyoh, Chef-writer, founder of Black Book and Zoe’s Ghana Kitchen (London) - Richard Corrigan, Irish Restaurateur, and owner of The Corrigan Collection (London) - Atul Kochhar, Chef and Entrepreneur - Thomasina Miers and Mark Selby, Wahaca Co-founders - Tommy Banks, Chef Owner of The Black Swan Oldstead and Roots, York (North Yorkshire) - Andrew Wong, Chef Owner of Michelin-starred A.Wong (London) - Sally Abe, Head Chef at Michelin-starred The Harwood Arms (London) - Patrick Powel, Executive Chef at Allegra (London) - Dom Fernando, Owner of Paradise (Soho) - Anna Haugh, Chef Patron of Myrtle (London) - Sam Buckley, Chef Patron of Where The Light Gets In (Stockport) - Allan Gage, Owner of Sweet & Chilli and Nine Lives Bar (London) - Lisa Goodwin-Allen, Executive Head Chef of Northcote (Lancashire) - Brad Carter, Chef Patron of Michelin-starred Carters of Moseley (Birmingham) - Rik Campbell and Will Bowlby, co-founders behind London-based modern Indian restaurant group, Kricket - Mark and Alan Wogan, co-founders of London-based pizza group, Homeslice - Chantelle Nicholson, Chef Patron of Tredwells (London) - Gary Hunter, Deputy Executive Principal at leading hospitality school Westminster Kingsway College (London) - Galton Blackiston, Owner and Michelin-starred chef of Morston Hall country house and hotel (Norfolk) - Ben Murphy, Head Chef of Launceston Place (London) - Glynn Purnell, Chef Owner of Michelin-starred Purnell’s (Birmingham) - David Moore, Owner of Michelin-starred Pied à Terre, Charlotte Street (London) - Kenny Atkinson, Chef Patron of Michelin-starred House of Tides (Newcastle) - Frances Cottrell-Duffield, Tonic Communications, Managing Director - Will Murray, Jack Croft and James Robson, co-founders of recent London opening Fallow on Mayfair’s Heddon St (London) - Gordon Ker, Founder of Blacklock Restaurants (London) - Michael Wignall, Chef Patron of The Angel at Hetton (Yorkshire) - James Waltera, Owner of Arabica (London) - Gavin Adair, CEO of Rosa's Thai Cafe (London) - John Devitt, Owner of Koya (London) - Amy Poon, Owner of Poon's London - Tanith West, Bone Daddies, Marketing Manager - Aurelien Mouren, Operations Director for Gold Notting Hill (London) - Simo, Executive Director at Milroy’s (London) - Michelle and Matin Miah, Co-Owners of Rudie’s Jerk Shack (London) #Minister4Hospitality

The current online petition for the Hospitality Industry to have its own Government Minister is growing by the day. There has been much astonishment that such an important thing has never been suggested before, such is the enormous success and importance the industry plays in the lives of Britain that we have been simply too busy in the past to ever have thought it necessary. Pandemics, however, change everything, and the devastating impact the restrictions have had on our industry will be felt for many years to come. Never has there been a more crucial time in Hospitality for it to have representation and its own voice in the corridors of Government and our appeal is now being heard by many politicians across the political spectrum, and a view strongly help by North West Durham MP Richard Holden who has joined with The National Chefs Union to help push forward this unique proposal. As a struggling student Richard worked as a waiter and knows the industry well and supports wholeheartedly Unichefs stance for not only better working conditions but a say in the future of our industry. He knows also that we need our own Minister if we are to successfully implement the Governments "flagship" legislation, The Good Work Plan. Truly, our industry has changed, but we now have the chance to move forward and make it better for those who still love working in it. It is in everyone’s interest to sign this petition and see that we now have our very own Hospitality Minister to look after our interests and our future. http://petition.parliament.uk//assets/os-social/android/icon-192x192-ef97932d4e5a23a1c0758162d7d29c9dc7e27da4b282295a9485a28c235c98a6.png Petition: Create a Minister for Hospitality in the UK Government PETITION.PARLIAMENT.UK The UK hospitality industry. Responsible for around 3m jobs, generating £130bn in activity, resulting in £38bn in taxation. Yet, unlike the Arts or Sports, we do not have a dedicated...

From time to time in catering, something comes along that revolutionises the way we work. You can think of things like Maltodextrin or even Rational Ovens, but something much more important is about to change the way we work in this industry forever. “Onesided Flexibility” is soon to become outlawed in catering and heralds a change in the relationship between Employer and Employee of seismic proportions, but what exactly is Onesided Flexibility? In short, it’s a working relationship that sees the benefit mainly for the Employer, onesided. The obvious example in our profession would be Split Shifts. This Victorian practice of work where your entire day is spent on work, but you are only paid for the hours you do, or even worse still the abhorrent practise of AFD shifts of 12hrs plus, these practices save the employer money but abuses our social and mental welfare. Soon both of these practises will cease, and Employers will be forced to realise that shifts MUST benefit both sides in order to create a good working relationship. There will also be adjustments to Zero Hours working and Employers will soon have to adjust their contracts to ensure that you have a balanced work schedule with a minimum set day/hour rota pattern for both parties to adhere to. The vile practice of cutting shifts without notice or even worse in the middle of a shift when things become slow will also be abolished as the government have recognised the importance of workers being able to sustain rent and a mortgage and so must be able to rely on a dependable work structure. There will also be a national system of whistleblowing and reporting so that employees will, for the first time ever, be able to deal with issues directly and in confidence. Employers must stop exploiting chefs in the way they have for many decades. The Government’s vision of a fairer way of working in partnership with Employees must now be embraced by all and The National Chefs Union will be playing a big part in shaping that future. The Pandemic has made everyone realise that the system of work in Catering is broken and that if we are to attract a better, fitter workforce then we need to attack the core issues of exploitation within our profession. In the very near future we need to offer our young chefs, a brighter, safer, and more rewarding career than at present. A career free from intimidation and exploitation, a career that shows the best of what we can do, with time to spend with our friends and family, a career that is caring of its workforce and a career that is secure and forward thinking. All of this is possible and within our reach. The Good Work Plan will ensure a fairer, decent way of working for all of us in the very near future.

Many have heard of terms such as subconscious sexism, racism, and ageism. Those inner most thoughts that we rarely see come to the surface but are often in the backs of people’s minds. Indeed, our actions, even with the best of intentions are now considered as our true feelings. The theory behind this being that if we say or do something that is now socially unacceptable even though we adamantly deny such thoughts then it is our subconscious feelings coming forward, in fact our “true selves” This theory is then echoed into the handbooks of many employers, governed by overzealous HR consultants who in fear of litigation cover their employers by submitting to this theory. So then, that must surely give way to the actions of employers also? Is how they behave and act towards their employees often an indication of subconscious behaviour and is the practice of inhuman and socially unacceptable work pattens just subconscious exploitation? Isn’t it time that acts such as 12-14-hour shifts, constant weekend working, all day long shifts and unpaid tasks can now be seen as exploitation even though we have accepted such conditions for many years. Perhaps now is the moment to wake up and realise that when we are asked to give more than we are paid for on the grounds of “duty” or “teamwork” then this is simply the subconscious action of an exploitative employer or manager. Should we all now be aware that going that extra mile or doing that extra shift, is just guilt tripping us into free labour and that we should now stand firm on the exploitation that is systemic is catering, and in reality hasn't it always been that way since our very first day in catering and isn't Contracted Hours simply the epitome of exploitation? If the Pandemic has taught us one thing it is surely that all employees are disposable, we are asked to “take one for the team” but has the team ever taken one for us? https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/766187/good-work-plan-printready.pdf

As head of Unichef and a working chef, there are few things that annoy me more than the subject of pay errors. When someone has worked hard all month and is looking forward to their pay, is it not too much to ask that it be correct? We are expected to perform to the best of our ability so why not the payroll clerks? Whilst we suffer the wrath of Head chefs and mangers for making mistakes in our daily work, is anyone ever actually reprimanded for making mistakes in our payroll? I think you will find that the answer is no. HR and payroll are virtually a law unto themselves in many companies and rarely come under fire for their poor performance and mistakes, it is little wonder so many chefs mistrust a system that should be there to protect them but is often seen as being biased in what they do and say. Most annoyingly of all is the undoubted fact that anyone they deem of being “important” such as the MD ,Senior Managers and even themselves will be getting priority treatment over their payments, somehow I doubt that there is ever a pay mistake made in the Managing Directors wages at Compass Catering do you ? http://www.citizensadvice.org.uk//static/images/apple-touch-icon.png Problems getting paid WWW.CITIZENSADVICE.ORG.UK What to do if your pay is wrong, money has been deducted from your wages, or you haven't been paid. Of course not all employers are like this, for example many Agencys pride themselves on paying on time and correctly as they know its a fundemental part of the way they work with chefs,that bond of trust is vital to both partys. Yet chefs, and kitchen staff are the ones most often effected by the mediocre performance of HR departments. I know in some kitchens it's such a regular event that even bets are placed as to who’s turn it is for a pay error? This appalling practice needs to be called out, We deserve better and should be demanding better from those who are paid to support us, paid to be correct and paid to make sure we get what we’ve worked so hard for all month. They seem oblivious to the real harm they do in their costly mistakes, constantly blame the computer and vow to put it right next month! Next month? how about today? How about right now? People get paid to make sure you get paid on time and correctly and if they are not doing that then they need to be held to account.If you dont do your job correctly you face discipline,its high time attitudes changed in HR departments and realised that paying people correctly and on time is a primary objective to thier work and not just a chore.

So, what’s NOT on the menu? Imagine if you can, that you are a female chef and you wear your button or your t-shirt with pride, the slogan saying #Notonthemenu. The answer is simple, so simple that it stops people right in their tracks and will forever change their view of how they treat you. That answer is me. I’m not on the menu! nor is my body, my gender, or my sexuality! “Yeah, right. That’s cool” comes the reply. It will only happen once, when they finally get the idea that you ARE an equal, you are a colleague, and yes you are a chef. The idea started in America, and comes from years of female oppression in kitchens, and a final realisation that there must and will be changes; 2021 will become the focus of a concerted campaign by Unichef, The National Chefs Union to finally rid our own kitchens of this vile and systemic abuse of our female colleagues. #Notonthemenu looks at the history and the reverence of women in British Cookery, their contribution, and the exciting and often inspirational contributions that they have made and will continue to make in kitchens across our country. Our aim is to educate all chefs into a new and fresh culture that accepts people as they are, as professionals doing a professional job, and to help everyone understand that our kitchens are NOT bastions of a male preserve but are in fact “our office” our place of work, where we should all feel safe, secure and protected and where our genders should never come into question.“Our office” should be just like any other modern working environment, we should work by modern recognisable standards towards our colleagues. Banter and fun, being the butt of sexual talk and jokes, hugging and “love in the kitchen” is all eighties tolerability that no longer belongs in the 21st Century. As chefs we beg for the latest equipment, the best of facilities and stress to our bosses to get with it and use modern techniques, yet so many of our chefs are still in the last century when it comes to recognising the equality of women in kitchens and yet no one would ever treat their wives, girlfriends or mothers in that way. We can’t only blame chefs either. Our industry is plagued with male dominated companies and a hugely male oriented media obsessed with the latest “Cool Chef” when there has not been any since Gary Rhodes. And yet TV cooking shows are STILL dominated by men! Is it any wonder then that our young chefs still grow up believing that men are the better chefs, if only through numbers? The time for change is now, the time to look at how we really treat women in our kitchens and ask ourselves “can we do better”? Can we bring respect and equality back into our kitchen, not only for their sake but for ours too, as treating all people with respect makes us all better chefs.

Once again, the vile topic of Sexual Harassment is raising its ugly head. As if we did not have enough to contend with as chefs, we still hear of disturbing reports and complaints of sexual bullying and even sexual assault. Sadly, few realise the real harm this can cause and the extreme penalties that are involved for those that perpetrate and those managers and Head Chefs who turn a blind eye to the tribal goings on in their kitchens. In an industry that has been completely turned on its head with COVID and is now beginning to realise the enormity of the changes in store, isn’t also time that we evaluated the very values and morals that we need in today's modern kitchens. Unichef has constantly strived for a Zero tolerance of abuse in all kitchens, it is the number one core principal set out in our constitution, but it still continues to be a difficult battle. The endemic attitude of many male chefs and the lack of strong female and gay chefs who are prepared to make a stand no matter what the cost is at times frustrating and often heart breaking. Tribal kitchens still thrive and feral chefs who still exhume vile and hurtful statements, behaving as jungle animals looking for their next victim, caring not that they could well be on the way to prosecution, dismissal and the prospect of never being employed in any food establishment ever again are sadly still present in our profession. The things they say, their actions and demeanour are often unbelievable. The common thread being that somehow the kitchen is “their kitchen“ and the rules do not apply to them. It's their domain, their “tribe, and their gang and what goes on in the kitchen “stays in the kitchen”. This outdated and pathetic attitude has no place in modern cookery, no place in the 21st century and no place in our Union. The days of kitchens being dominated by males who run kitchens as their very own playground must end and we know at Unichef that litigation is the only answer. Chefs who won’t listen and can’t understand that Sexual Harassment is fundamentally wrong will be dragged to Tribunals and forced to answer for their vile actions. Together with the huge pay-outs that have been awarded may well start to have an effect and hopefully encourage others to come forward and make that stand.

“Walking Out” of the job is treated as so normal for chefs that we barely even think about it, but in reality it is a very rare thing in other professions, yet the current economic crisis has led now into thinking that “walking out” over what is usually a simple matter maybe not such a good idea,or even acceptable in a modern working kitchen? Doctors don’t walk out, neither do Firemen or Nurses, Bricklayers or Plumbers and when did you ever hear of a Gardener walking out because things weren’t right for him, its all VERY strange for sure. Yet even I must put my hand up, being notorious for doing so in my younger days. But what gives us the right to do so? Why should we be one of the very few (if only) working trades in which to treat our Employers and colleagues in such a way. Are we REALLY that good that if things are not right for us, we simply down tools and walk, often in the middle of a shift or working day? So why do we do it. Often its seems that it may be a matter of “professional pride”. Very often its the intense pressure, the heat and the self-drive in chefs seeking perfection that is often the cause of walk outs. Sometimes it is a standards issue, where the establishment does not match up to the chef’s ideals and the high standards we set ourselves, or sometimes it may be a personality issue between chefs, the closeness of working in such a confined space. Many of us have faced situations in kitchens where the best is expected of us but the support from those above us is lacking.They ask the inpossible,they want their "drive" to be replicated yet they fail to understand the often poor facilitys we have and the many obsticles and hurdles in our way. They want us to be "team players" but fail in their leadership and expect the impossible,relying on our "Badge of Honour", our unwriiten code that says we will achive,despite those obsticles.Certainly the quality of modern "management" must be questioned as never before? Sadly we are often "managed" by people who fail to do just that?.Managers who's only aim in life is their budgets and the endless pursuit of "tick boxing". However, we must also examine ourselves (me included) at a time where our industry is facing such massive changes and realise that walking out is not the way things should be, and in fact walking out is really very “old school” and we need to start believing in the better way forward, but what exactly is that? Certainly the “New School” could well be the Government’s flagship review of working practices called The Good Work Plan. This plan encourages Employers to set up and maintain independent “Workforce Forums” where Employees will feel empowered to discuss issues at work that affect them and so that they can be dealt with quickly, resulting in a more inspired and content workforce.To play a part in the business and feel a part of that success. "New School" is also being part of a union such as Unichef,where support is available from other chefs who have been in those situations and understand the pressures and reasons.Advice and support is at hand as never before. Five months ago,I too may have quit,five months ago I would have supported chefs who walk out over standards and values,but that was then,and this is now.Our curent economic climate denies us that luxury of being able to walk out of one job and into another,quickly and with confidence.Five months ago chefs were at a premium,recruitment was difficult,time comsuming and exspensive,COVID has changed all of that. Covid has returned our industry back to the 80's with chefs now plentiful and willing to accept lower wages and standards,at least for the time being. Perhaps removing the very need to walk out of the job could well be the answer.As chefs we should all seek to inprove our own working enviroments,make them more safe and secure and work towards a system of value,but in the meanwhile, we all need to think twice before we decide to put ourselves and our families on the dole because we haven't got the right frying pan and continue to seek the alternatives?

Agency Working, good or bad? As we now turn our thoughts towards a new horizon in the Industry, chefs are beginning to contact us for advice on Agency working. As a Freelance Chef for more than 30 years I am more than suitable to offer you a comprehensive and balanced view of the Recruitment Industry. Without doubt Agency working has changed substantially over the years, some for the good, some not, but for sure it is now a major employer of chefs in the UK and will be for some time as chefs continue to be transient in their career. You will find that almost every chef has their opinions on Agency working, but most of the negative opinions tend to be from chefs who have not worked within the system to appreciate the many benefits that it can bring. Understanding the way Catering Agencies work is the key to success with them. Discovering the prime objectives of your recruiter and working closely with them can make Agency working a very long term and financially rewarding option. However, you must understand that Agency’s are just like any other employer and if you want high rewards then they will seek equally high standards, as Melika Cheurfi, Managing Director of Adkins and Cheurfi explains… “For us when We are recruiting new chefs the three main things we look for are experience , reliability and good attitude. You can be the best chef in the world but if you are unreliable or have a bad attitude clients will request not to have you back. We do ask for references along with proof of right to work ID and industry certificates, a recent health and hygiene certificate is a must. We like to form great working relationships with our chefs so they feel comfortable coming to us with any qualms or issues they may have”. Working with your agent is vital, remember they are relying on you to do a great job and its easier for them if they know that that they can place you without any issues. Keeping constantly in touch and letting them know your availability also makes them aware of that you are keen and ready for work. Multi-tasking is also important, if you have a range of tasks or have a niche speciality then that too can be hugely advantageous.The most successful relief chefs are the ones who can go anywhere and do anything,do the job and come out with the client happy,no fuss no bother. So, is it all worth it? Chefs can gain huge experience in a very short space of time, most jobs are paid by the hour and weekly, and many (not all ) accept Self Employed chefs. In terms of pay, you will likely need to go through a probationary period before you can get top money, the Agent will want to see how you work and how reliable you are before committing to a better wage, but its easy to pick up more as a relief CDP as you can as a Hotel Head Chef and £600-700 weeks are common. Also now your working rights as a Relief Chef are protected under The Agency Workers Regulations which gives you the same rights as full time employees. You have total freedom. If you don’t want to work, you don’t have to, you can take time off anytime you want and you can pick and choose the employers and areas of works, so pretty much perfect? The downsides? Of course the instability is still the major factor, and often the reason why chefs don’t choose it, and if you’re a Hotel type of chef, seasonal working may see you with periods of little work, but if you’re willing to take the chance or have no family commitments then its ideal. No shows and walk outs are a big no no. If you have an issue always call your agent and allow them the chance to sort the issue out, but for many this is a great way of working to gain experience and make good money in mostly good conditions.Some great perks too,with free live-in for those who wish to venture further. For sure the Recruitment Sector has its faults, but by and large most of the Agencies now are much more supportive of chefs and realise that Clients aren’t always perfect too and understand the difficulties Relief Chefs face. Being a Relief Chef isn’t easy, its not for everyone, there is a great skill to walking into a kitchen and acting as if you’d been there for years, but it can be very rewarding and great fun and well worth thinking about. Hospitality recruitment specialists - North East based - Adkins Cheurfi WWW.ADKINSCHEURFI.CO.UK Adkins & Cheurfi are an established hospitality recruitment agency based in the North East of England. We cover the whole of the North supplying businesses with high calibre hospitality professionals. We...

If you’ve ever wondered just how someone manages to start a national movement from scratch, then here you are, our entire story, warts and all? We really kicked off in about 2013, just a few chefs who had been saying for many years that we needed a “Union” for chefs as all of the big Unions were simply not interested in us as a profession and that small kitchens in the middle of nowhere just couldn’t get any sort of representation. Many of us then were senior, experienced chefs who knew of the injustices and had grown up in a system of abuse but like most chefs took it as just “part of being a chef”. However, I was different. Over my career, I had worked with many top American Companies whose ethos was one of strong employee value, support, and a sense of team spirit. After being a boss for so long I began to realise that in fact, I was just a small part of a much more important team and that I needed to be a leader. I was ( and still am ) a very lucky and successful chef, but I realised at an early stage that my success was built on the way that my teams had responded to measures that I had put in place to ensure their pay, contracts, support, well being and work-life balance were all as they wanted them to be. When Unichef first became popular as a Facebook page in 2015, we took that ethos and put it as our founding principles. Those 5 Core Principals still stand today and were enshrined in our Constitution when in 2018 Unichef, The National Chefs Union officially became a legal organisation in its own right. I had previously been the sole owner of Unichef but wanted to give something back to the profession and so I gave Unichef to the chefs of Britain so that they could have a true and democratic voice for their profession for all time. Through the years we have crossed many bridges and brought awareness of almost every issue you can imagine to the kitchens of the UK. Chefs now are very aware of issues such as Mental Health, bullying, sexual harassment, substance abuse. homophobia, racism and much more, and throughout it all we have never wavered or changed our stance from those very early days. It’s this constant belief in our community that sets us apart from everyone else, our constant ethos of equality, support and fairness for ALL chefs that makes Unichef so very special and unique. In the beginning, I was told it couldn’t be done, that we couldn’t start a Union without adhering to the present rules that governed Industry. Deep down I knew that we would have to have something new, something completely different. A Union that encompassed employers and well as employees, a Union that cared about the profession more than politics. I had come from the Era of Nouvelle Cuisine. We had no rules, we had no computers or internet, we made changes as we went along. Chefs had completely reinvented the way we cooked and were now forming the future, a future that respected the past but had developed a new belief, and so I did this with Unichef. Unichef is a development of that Nouvelle Cuisine. Unichef doesn’t stick by the rules, we make them! In almost everything that we have done, we have had to seek change in present formats and regulations. Even our very existence needed recognition and change in the way Community Interest Companies we formed. Unichef was the first Community Union EVER in the UK and we needed to pass a “fitness test” set by the Government to get approval. Top Companies such as Barclays, Paypal, Stripe and Perkbox have all changed their systems and Algorithms to incorporate all that we do, and it took almost 3 years of constant letter writing and lobbying for The Food Standards Agency and MIND to accept us as a Professional Body. So today, we stand strong and very proud. We have our own Lawyers, Accountants, Directors and a very loyal and strong team of advisers and professionals to advise and support the work we do, not forgetting our Chef Patrons, Paul Askew, Alan Coxon and Claire Bosi who value and inspire the ethos of Unichef. So there you have it? So much has gone into Unichef, and there is still so much more to do. We will not stop until all chefs are recognised as equals and all chefs are recognised as skilled professionals. We are a 21st Century Union, the first of its kind and the blueprint for Unions in the future. A Union that is owned by its members and a Union that puts THEM first before politics and money. We are unique, we are united, and we are Unichef, The National Chefs Union, Stay safe chefs, always.

Why it matters? When Unichef started in 2015, the “awareness” of Mental Health Issues in catering were extremely limited, few employers and even fewer chefs realised the enormity of the situation. We count ourselves into that equation, as we too were oblivious to the daily struggles of many of our colleagues. When our Facebook Page started chefs began writing to us, wanting to tell their story, those stories shook us to the core. For the first time many of us began to realise mental illness effected chefs, and not just the odd one or two, but indeed many thousands. And then we realised that we also knew many of these chefs, and we had been working alongside of them for many years without realising the often huge sacrifices they have to make just to earn a living in the job they love. From that day on we knew that if Unichef was to help chefs then we needed to embrace MHI and work to learn more about those issues and those that have them. We started from scratch, we listened, and we learned, we talked, and we communicated with new friends and associates. We joined the Time to Change project in early years and more recently became very close to MIND in working together to end Mental Health discrimination in our industry. Today Unichef stands proud in the fact that we have done more to raise awareness of MHI in catering than any other Union, and when we became a CIC we took the inspirational step of enshrining MHI into our constitution, the first Union ever to do so. We constantly work to make all chefs and employers “aware” that the chefs your working with may have an illness that they often don’t want to talk about, but that they have every day of their lives, they don’t want pity or your money, they just need you to understand. Taking time to understand that having MHI is a daily strain in what is a hugely difficult job, taking time to check on your colleague, taking time to realise that their life might not be the same as yours, taking time to care, and taking time to support. So, awareness matters, not just this week, but as a constant theme in our everyday lives. Being aware that we have a 1 in 4 chance of working with someone that needs our understanding and a 1 in 4 chance that their bad days are 10 times worse than ours. Be aware of Mental Health Issues, not just today, but forever.

With so much discussion about the future of chefs and what may happen if and when we return to work, many of us have forgotten the other side to the story.Its easy to think only of ourselves but what about the employers and in particular pub and Restaurant owners who have sunk their money and much of their lives into their dream.What is to become of their livelihood and what kind of a future do they see? We talk to Catherine Spence, the owner of a hugely popular and successful Restaurant in North Yorkshire to see how she feels about the future of her dream? Q. Hi Catherine,good to talk to you.What changes do you think would be good in the future after re-opening? A. What I think would be a good idea for you to advocate Brian, would be making the general public realise they need to pay more for meals and stop looking for offers , discounts and money off,then independents could pay higher wages Q. I agree totally, we have been opposed to 2-4-1 offers for many years and have said that there is simply too many bad Restaurants and too many Branded Chains? A. Exactly, the chains have ruined the industry, with ready made , vacuum packed food and offers.I’m up against this all the time , we have 2 chains near us and customers always complain that we are too slow, they just don’t get we are actually cooking the food and not putting it in a microwave Q. I believe that we are about to see a transition to the way we used to be where staff and clients were more highly thought of and that service was a skill and a pleasure.Can you see a future for quality establishments? A.Yes I can and my plan is to up our game , as there will be fewer diners , go for quality rather than quantity will be the way forward for us now. Q. With so many restrictions to running a Restaurant,do you see the future as a challenge? A.The system is against us , to be honest,VAT,business rates ( we pay £9000 a month ) Regulations,Health and Safety etc etc Q. Are you actively planning re-opening or are you waiting to see what instructions the government have in store ? A. I’m definitely reopening, we own the property, so need to open,but waiting to see the government guidelines then decide how to move forward Q. Do you think it is possible to obey the restrictions and still keep your staff and customers safe and maintain the unique and special atmosphere that your famous for? A. We could maintain the social distancing , but the atmosphere will not be the same , Italian restaurant are usually buzzing, busy and noisy , that will not be the case. It will probably now be a restaurant where people visit as a couple or family. But not in groups or parties for a long time. Q. Finally Catherine,do you envisage having difficulty recruiting for chefs when you re-open and in the future? A. No , I think now chefs will not leave their jobs and stay put. Thank you Catherine

Dear Chefs , friends and colleagues I, like many of you out there, have spent and dedicated a life to the food and hospitality sectors, and as if our jobs as chefs wasn’t challenging enough, we now stir directly into the face of even greater adversity. As culinary creatives, artists, scientists, blended with a heavy dollop of hard labour and commonly referred to as chefs, we like to share our skills, offer experiences, excitement and make memories for our guests, more often than not, these are performed in challenging stressful working environments, short staffed, working long hours and not forgetting the low levels of compensation!, but we do it all too often because we love it! We embrace the service, demands, challenges, excitement and thrills that this industry can offer, whilst also having an eye on even greater opportunities, expansion, projects and goals. We work in an incredible diverse industry that has the ability to proudly place regions and towns on the British and even global culinary maps, an industry that allows new doors to open in new locations and even countries!. We work within one of the few industries that allows us to cross pollinate our skills in new regions and destinations, meet new people, increase our knowledge, embrace new cultures and culinary diversity in the process. All of the aforementioned has been pulled from under our feet, our doors closed , our restaurants and kitchens silenced , our lives as we know it cancelled until further notice. We are however humans and we have an incredible resilience , we do need to make a few adjustments and breath deeper than ever before, but we are also a very large community of special people, thousands of us in the same job, in the same position, with the same frustrations and there is no time like the present to join forces and to help each other when in need. Together we will all get through this and bounce back with new hope, vigour and determination, we may even appreciate all those things around us a little more of which we once took for granted, we may now understand the fragility of the earth and even those that we share it with!. We do however need to pull together to help those not covered in the governments furlough scheme, help those that may be looking for new jobs and positions later on or just help break the silence of the day with a friendly e-mail a shared joke or meaningless banter!. Take advantage of this period of rest and prepare to take to the stage as the performance of our lives is around the corner !. Stay well , stay safe and look forward to seeing you on the other side. Alan Coxon Alan Coxon, TV Chef / Presenter, Author, Speaker, Culinary Consultant WWW.ALANCOXON.COM Multi award winning TV Chef /Presenter, Author, Speaker, Culinary Consultant, Innovator, International Judge and British Ambassador for Food.

It is already becoming clear after the Covid 19 crisis is over and the Nation returns to work many things in our industry will not be the same. Thousands of chefs are justifiably angry and bitter at employers lack of compassion and professionalism in dismissing them without any hope of a return. An Industry that was already suffering a skill shortage will find Chefs are now lorry drivers, supermarket stackers and bin collectors and enjoying a job with better conditions and far less stress. Their dreams of seeking super-stardom no longer a priority in their lives, if nothing Coronavirus has levelled out our “reality check” about what is and what isn’t important in our lives, and it will be many years ( if ever ) before the chasing of Rosettes dominates chefs thoughts 24/7 again. For many years I have been demonising the Accreditation's System in British cooking, This constant dogma that art oversees taste has become a disease in our industry and that a dish isn’t truly great unless it’s on an £80 plate and covered in cress or flowers, when in reality it is often just an excuse to justify poor cooking and extortionate pricing. Whilst there are lots of Chefs still determined about making a comeback and being positive, they will find a public weary of spending and a workforce reluctant to work in an industry that has badly let them down. It is very clear too that that top Law Firms are now looking at the possibility of mass claims for unfair dismissal, and there is little doubt that many Employers will face action for making people redundant without consultation, the legal period of notice and ignoring the Governments offer of support. That there was justifiable reason for redundancy will be questioned as never before. Those that believe that we can simply open our doors and everything will be as it was are naive and oblivious to the hardship many have suffered, and those Head Chefs and Restaurateurs who believe that they only have to switch their ovens back on and its “check on” will stop, look around, and find they are the only ones there? So too, may the era of the “celebrity chef” be over. This bitterness that top chefs have been able to cocoon themselves in luxury made off the back of their staff whilst so many have faced serious hardship will not be forgotten, the" I’m alright Jacks “ have already been seen as they are, greedy and non-compassionate. Perhaps then a new era? An era where Chefs have finally realised that there more to life than that extra Rosette or chasing that Michelin Star that they will never get. Perhaps now an era of calm and an era where people can see that cooking is great job, but it is just that…a job? Yes, when many chefs will be eager to get back to work, there will be many who have been off long enough to evaluate their lives, spend time with their kids, breath fresh air, take exercise and will now be thinking “was it ever all worth it “?

Since we began in 2015,Unichef has done more to raise the awareness of Mental Health Issues in Catering than any other Union. At first even we were not truly aware of how deep and widespread the issues were. We learned “on the hoof” ignorant of much of the pain and suffering our friends and colleagues were going through. Then things changed dramatically when we began our Facebook Page and then chefs from all over the country began to tell us their stories. They opened up in a way we never expected and I, like many others, sat crying at the anguish and pain endured by chefs who simply wanted ( needed ) to go to work but had the daily battle with an illness no one could see and few appreciated. These chefs wanted nothing from me, just the opportunity to share their struggle and have someone listen and understand. Similar other “listening posts “ sprung up, many only to fall by the waste bin through lack of commitment or support, and we knew that to help and succeed in bringing about awareness we had to be there 24/7 for those who needed us. A while ago I was contacted by such a listening post, and a chef dedicated to helping similar chefs who had issues like his own and shared our values and vision of a better way. Steven Mercer had went further than most, he had dedicated time and money into his site and he wanted to Unichef to advise him further. Amazingly Steven took our advice and now has the proud honour of having his Blog site fully endorsed by the National Chefs Union. Steven has worked tremendously hard, dedicating his own story to help and inspire others. His story will echo that of many and now he brings his life experiences and unique way of dealing with those issues into a fascinating forum for all to share and be inspired from. Cooking in Mind is very different. Real chefs with real issues and someone who listens, understands and can help with support in new ways and with new ideas. For those who believe the only way to cope is to turn to Alcohol or Drugs should visit Cooking in Mind and see that there is a better future for them. Unichef is proud to endorse Cooking in Mind, please visit and support Steve whenever you can at www.cookinginmind.com Brian Mcelderry

Defining the difference? Whilst it is widely recognised that Commercial kitchens require a degree of Management and overall supervision, where that line is crossed and staff become abused has been argued recently. Kitchens after all can be very dangerous environments, with often dangerous equipment and service areas and someone needs to be a leader and show overall control. Catering is a strange and unique profession in the fact that many Head Chefs aren’t qualified or trained in running a kitchen and that many of the people skills that they need are often learned “on the hoof” and often after mistakes have been made. Many Head chefs have little time for training their own staff, let alone receive much training themselves and are often promoted by just being in the right place at the right time or are promoted purely on their culinary skills and not their ability to run and control a business. Few realise that dealing with people of various distinctions, ages sexes, religions and cultures can be hugely daunting and complex. So it is that under this type of untrained semi managerial skill base that sometimes “Tribal Kitchens” evolve where Head Chefs are not the leader people want them to be but insist on still being “one of the crew” Respect dissolves, the line between leader and friend becomes blurred and harmful and “Tribal Kitchens” evolve into environments for abuse and harm. Loud music, shouting, swearing and “playground” humour all mix into this breeding ground for abuse. The abuser feels no threat or shame as he/she is simply one of the team and the team will support and encourage that abuse. The Team become a pack, often agreeing and applauding that abuse, vindicating that abuser, and so the vicious circle continues. The abuser is no longer in control, but uses bullying as a form of control. Their own self-esteem and confidence is low and so seek control in boastful gestures and abusive manners. Truly skilled and talented Chefs rarely need to exert authority. Their skill and authority are absolute, their demeanour approachable and trusting, their care and compassion without doubt. Few realise that being in control of a kitchen also means being in control of themselves too?

Mention allergens to most chefs and they throw their hands into the air, it is still the most talked about discussion in kitchens today. If you then mention Anaphylaxis you are likely to very soon talking to yourself. Yet is shouldn’t be that way. True it is a subject that frightens many because the very thought that your actions may cause injury or even death can scare many chefs into being unconfident . Anaphylaxis is the serious reaction that the body has when the Allergen concerned invades the system and the body’s immune defence struggles to cope. Each Allergen has a different effect, and some may be mild but others deadly However is knowledge is power, and the Anaphylaxis Campaign is an amazing organisation that sets out to give everyone a better understanding of exactly what Anaphylaxis is how as chefs we can begin to work with these allergens and begin to understand the effects they can have on the body. The website of AC is full of amazing advice and categorises each of the 14 Allergens and give a complete and well written synopsis than anyone can understand so chefs should no longer be afraid, but instead embrace the Allergen system and advice, treat all of their clients with the dignity and respect that they deserve and power forward into a new realm of cooking. So take a look at AC and you will see the Allergan issue in a completely different light, This incredible organisation is doing so much to educate everyone and Unichef is doing all it can in making chefs understand more to help them in their daily routine. Check out their fantastic website and begin to learn more about Allergens and the effects they can have. Anaphylaxis Campaign WWW.ANAPHYLAXIS.ORG.UK We support everyone affected by anaphylaxis and severe allergies, access comprehensive factsheets, join us as a member, access our AllergyWise training

Announcing our new initiative for 2020, the Unichef Food4kids programme. This programme will study how Children in UK schools are currently being fed and how we can bring together experts in all fields to bring about the changes in the overconsumption of Carbohydrates and Sugar. The programme will involve itself in how school meals are often very poorly designed and constructed, from the menu and recipe design through to costings and searching for cost-effective replacements for many of the favourite "fill up "foods that kids crave for. Food4kids will work closely with schools and colleges in searching for all the answers to the difficult issues that they face and will seek to educate the Heads of Schools , their Governors and all of the school system into believing that there is a much better way to feed our children in the 21st Century and finally, but most importantly, the kids themselves. Children need to be fully educated into that what they eat now will affect their health for many years to come. They need to know the addictive qualities that Starch and sugars have on the nutritional system as they grow. We will use our extensive network of Chefs and suppliers to develop high quality, low carb, low sugar replacements for all the favourites that kids like. We've discovered through the years that replacing pizza with salad, just doesn't work, and we need to find like for like replacements, but with the addictive sugar and starch removed. Such items DO exist and we need to put pressure on manufacturers , suppliers and Caterers to develop products with severely cut levels of these additives at the same price if not cheaper than products presently used. If kids want pizza then fine, just let us develop pizza and other items that are great tasting, but just as filling and at the price caters can afford...it can be done, and it will be.

Bullying in the workplace Have you ever wondered why bullying chefs are the way they are? Why some kitchens are so "tribal", why they need to shout, play the big guy or simply just behave as if the whole kitchen revolves around them? Well, now you have all the answers in Wendy M.B Bloisi's fascinating thesis on Bullying and Negative behaviour in Commercial Kitchens. It’s a very long read but pick out the bones of it and you can always use it the next time you have a Bully in the kitchen that thinks he's Gordon Ramsey. In layman’s terms, bullying is often down to two basic issues. The bullies lack of self-confidence and low self-esteem of the bully and the poor knowledge and education that they have in how much damage they do when they behave in this way. Also, the Tribal issues that Wendy talks about are often very prevalent in kitchens, the kitchen hierarchical system that often prevails means that chefs of a lower rank age or sex are often bullied or picked upon for little reason, and often its always been that way. They seldom seem to realise that their very words and actions can often have a profound effect on people. They fail to accept opinions that their actions are not acceptable in modern kitchens, they see it as “banter “or everyday kitchen talk and cannot understand just why people are now saying that this type of behaviour simply must stop. Chefs who believe that chefs must be tough to survive or that bad behaviour is fine because “that’s the way we were taught” are simply in the dark ages. This behaviour has nothing to with cooking and just because you can act tough doesn’t mean you’re any better as a chef. Mary Berry doesn’t need to act tough or bully anyone and many of the true greats of our craft are equally confident people who use their talents to communicate. Bullying isn’t just pointless and damaging, it’s also illegal to the point of harassment and punishable by dismissal, fines, or even imprisonment. For sure the days of the bully in kitchens are numbered, as people stand up to this vile action and demand better treatment from work colleagues and employers.

FSA the questions you asked Earlier this year we asked the FSA a list of questions compiled from Our FB forum, It was quite a debate with some surprising answers and many chefs wanting further advice and info. It also gave us a great insight into how the FSA works and a chance to form a lasting relationship with them. Here are the questions and answers in their entirety. 1. Chopping Boards Q.Several issues here. We know of a major events company that only issues white Cutting boards at all of its events. The company has its own Hygiene Officer (ex EHO) and each event is visited by a local EHO before and during each event. The boards are used equally for all types of food except raw meat, yet white cutting boards remain an issue for chefs and this has never been explained. Is there any occasion where multi-use of a single coloured board can be acceptable? A.There is no requirement in the food hygiene regulations for food businesses to have a colour coding system. It is optional in the catering business to avoid cross-contamination between high risk and lower risk food. It is important that businesses ensure chopping boards are well maintained, cleaned between use and disinfected between tasks with raw and ready-to-eat food to avoid cross-contamination. Ideally, separate boards should be used when handling raw and ready-to-eat food. In Northern Ireland, we have produced a Q and A for frequently asked questions, which covers chopping boards can be used and how to clean them. Here is the link for your information. Food Safety Issues In The Catering Sector | FAQ | Food Safety Authority of Ireland WWW.FSAI.IE Welcome to the Food Safety Authority of Ireland website. Here you can get food industry information, find food legislation, check for FSAI latest news or make an online complaint. We would always advise and encourage food business operators to work closely with their Local Authority - Environmental Health Department (EHD), who will need to be satisfied with food safety procedures in place. 2. Chopping Boards Q.Which cutting Boards should always be used for cured meats and fish Information above in question 1 applies. Should black pudding be classified as a “cooked or ready to eat product” and therefore be cut on a yellow board? A.Black pudding has undergone processing, so strictly it is not a ‘raw’ food. We recommend food businesses (and consumers) check the manufacturer’s instructions on the packaging for advice on storage, freezing, cooking etc. If there are no storage instructions for black pudding regard it as a raw product. 3. Egg Storage Q. Is it true that UK eggs are “unwashed” and protected by its own Embryonic membrane and are therefore airtight and do not require refrigeration in professional kitchens, (as in the case of supermarkets)? A.Eggs should be stored in a cool, dry place, ideally in the fridge, and the storage area should be cleaned regularly. The key safety point is to avoid extreme temperature changes that could lead to condensation on the surface. We would also advise following the manufacturer’s advice on the label/package. UK eggs are unwashed, so any that are too dirty can’t be sold as table eggs, they go off for processing (e.g. liquid egg). 4. Tinned Tuna Q.Have there been any recent guidelines on the shelf life of opened tinned tuna? Many companies now insist on a 1-day shelf life solely for this product. A.We would advise following the manufacturer’s advice on the ‘open life’ provided on the labelling/ package of the product. This is because the manufacturers would have carried out their own testing on their food products. 5. Metal scourers Q.Have Metal scourers been “banned” as some suggest, but are suggested as not being used as part of best practice? A.We are not aware that metal scourers have been prohibited or that their use is not recommended in best practice. In the food industry, there is no specific reference to the use of metal scourers in food hygiene regulations. The use of scourers is a decision for each individual food business. The food hygiene regulations require all fittings and equipment to be in good order. This includes being repaired and conditioned to minimise any risk of contamination. Therefore, scourers should be properly washed/disinfected after each use. In addition, scourers should be replaced where necessary to minimise any risk of contamination. 6. Fridge Temp checks Q.Is it statute law that refrigeration checks are written twice daily or is this again part of the Best Practice guidelines? A.Refrigeration checks are not specifically required by law, but food businesses must hold food at safe temperatures compliant with the law and keep records as necessary. We recommend checking the temperature of chilling equipment at least once a day. We also recommend carrying out opening and closing checks of fridges and freezers at the beginning and at the end of the day. Ultimately the frequency of checks is left to the discretion of each individual catering establishment. Some equipment will have a digital or display dial to show what temperature it is set at. You can use this to check the temperature of your equipment. If you do this, you should check regularly that the temperature shown on the display/dial is accurate using a fridge thermometer. Find out more information about chilling food here: https://www.food.gov.uk/sites/default/files/chilled-food.pdf 7. Cardboard storage in Fridges Q.When and where is it acceptable to store cardboard with a refrigerator or freezer. Most companies insist on decantation but Relent on subjects that are difficult to decant, such as eggs? A.Some food products are retailed in cardboard packaging and this should be suitable for its intended use, including refrigeration or freezing of the food. This packaging should not contaminate the food or degrade its quality. We would advise following any instructions provided by the manufacturer. However, food handlers should not place food in cardboard packages if they are not suitable for food use and could contaminate or damage the food. Card or cardboard could stick to a food product if it became wet. 8. Decanting Q.Many employers have not issued guidelines on decanting and storage of products and many local EHO’s seem to be lax on this matter. Are there guidelines in place for the decanting of dried products such as rice, flour, custard etc? A.There are no specific requirements for decanting food. However, if food businesses decant food we strongly advise them to keep all the key information either on a label or stored on file. This would include durability markings, allergy information and traceability information such as health marks and batch numbers. This would enable the food business to identify the product if there was a problem, for example, if a recall needed to be actioned. 9. Open Condiments Q.Can there be acceptable conditions for not refrigerating open condiments and pickles or should they always be refrigerated after opening? A.We advise consumers to follow manufacturers’ instructions on the product’s ‘open life’ when storing products. 10. Allergens Q.Are there any plans to extend the current 14 listed Allergens, if so what may that be? A.We can confirm there are no current plans to extend the 14 listed allergens. On the “may contain” Allergen issue. We were led to believe that the guidelines issued in 2016 prevented anyone from using this phrase. However, we still get suppliers and products continuing to label some products like this and Chefs are confused. Can you clarify, please? The phrase “may contain” is still permitted. May contain is only permitted after a thorough risk assessment and where the risk and presence of allergen contamination cannot be reduced to a safe level. The FSA recommends that “may contain” or “not suitable for” should only be used where the risk of harm is real and probable. If you are using ingredients with a may contain in a recipe, then consider using a “?” in a menu matrix to mark the unintentional presence of the allergen to provide necessary information for the consumer. They can then make their own decision about whether the food is suitable for them based on their own level of sensitivity to the allergen.

Self Employment, the myths and facts The growth is Self Employed Chefs in recent years shows us that many chefs seek the freedom and independence that this form of employment offers, but what are the myths and facts and is it really a bed of roses? Having been Self Employed for 35years I’m better qualified than most to explain the good and the bad to anyone thinking of taking the plunge into the unknown. Firstly, why do it? I guess many chefs like the autonomy that it provides, the lack of corporate responsibility in that you often work alone, and you have little or no Management hassle, no HR meetings and no 10 o’clock meetings, you simply turn up and cook. What about the bucks’. Well this is often the biggest question, is it really as good as what’s made out? Certainly huge amounts of money, can be made, you can work all the hours god sends, and the pay rate is very much decided by how good a chef you are, Good chefs are worth their wages and will receive return bookings, agents will always place chefs that prove their worth time and again but will often discard the poor chefs who fail to turn up or can't fulfil the requirements of the hirer. There are 3 basic forms of SE. You can register as a self Employed Chef with the Revenue and receive your UTR (unique Tax reference) you will also need to consult with an Accountant, keep all your invoices pay and tax details and return to the Revenue Yearly. The second is favoured by many Agents and working under an “umbrella company” be an advantage as you have NO paperwork. It is all taken care of by the Umbrella Co. However, this is VERY costly, and your net gains are very poor. They claim that you are to be an LTD company, that is incorrect, you will NOT be a limited company but part of a legal tax scam set up by them to gain control of your Tax allowances. BE warned, you can lose many thousands of pounds using this method. The third is a registered Limited Company, registered in Company’s House in London. You will receive a Company Number and Certificate of Registration. It sounds daunting and it can be quite complicated, so an accountant is recommended (but not essential, it can be done online). The advantages are huge, as almost every Agent will happily accept an invoice, it is 100% Bona Vide and cannot be scammed or cheated and is accepted more happily by the Revenue. You are paid Gross, with tax and NI only being paid yearly, but the Tax allowances allow you much greater freedom than any other method and the mileage allowances alone can offset much of the tax your due to pay. A really good accountant will cost perhaps £2k per year but could save you 90% of the tax and NI that you would have paid, so really a good accountant is well worth it. Even what you pay your Accountant is deductible from your Tax bill, so it’s a no-brainer For further advice and details please contact us using the contact form; link at the bottom of every page.