Legislation & Compliance Archives | Novative https://www.novative.com/en/category/legislation-compliance-en-us-en/ Global HR & Payroll Solutions Wed, 05 Jul 2023 07:14:00 +0000 en-US hourly 1 https://wordpress.org/?v=6.3.1 https://www.novative.com/wp-content/uploads/2018/10/A_novative.png Legislation & Compliance Archives | Novative https://www.novative.com/en/category/legislation-compliance-en-us-en/ 32 32 How to effectively conduct hospitality employee performance reviews https://www.novative.com/en/how-to-conduct-employee-performance-reviews-in-the-hospitality-industry/ https://www.novative.com/en/how-to-conduct-employee-performance-reviews-in-the-hospitality-industry/#respond Thu, 22 Jun 2023 13:54:43 +0000 https://www.novative.com/?p=38904 Linkedin Twitter Facebook Hospitality employee performance reviews Conducting Hospitality employee performance reviews is crucial to maintaining and increasing your business’s retention rate. And when it comes to the hospitality industry, it is a commonly known fact that employees are the industry’s greatest asset. They act as the soul of hospitality. Thus, the more effectively you…

The post How to effectively conduct hospitality employee performance reviews appeared first on Novative.

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Hospitality employee performance reviews

Conducting Hospitality employee performance reviews is crucial to maintaining and increasing your business’s retention rate. And when it comes to the hospitality industry, it is a commonly known fact that employees are the industry’s greatest asset. They act as the soul of hospitality. Thus, the more effectively you manage employee performance reviews, the higher quality service you provide to your customers. 

Employee performance reviews are not only about bad performances; consistent and honest reviews of your people’s performance are a way of showing gratitude and appreciation that shows employees contributions are valued. Also, it’s a way to listen to your employees and boost their motivation. According to Forbes, 74 percent of employees report that they are more effective at their jobs when they feel heard. 

But when it comes to hospitality employee performance reviews, they aren’t the same as employee reviews in other industries. Hospitality employees are subject to different stresses, including but not limited to long and irregular hours, emotional labour, seasonal fluctuations, and more. That’s why managers in the industry should pay extra attention to adequately preparing for this crucial process. 

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.  

Ready to get started? Here’s how to conduct ffective employee performance reviews. 

#1 Setting Expectations Before Conducting Employee Performance Reviews.

Effective employee performance reviews start once a selected candidate becomes your employee. Managers should provide the newly hired employee with a thorough orientation and onboarding process to the organisation, their roles and responsibilities, and the culture. 

Communicate with the newly hired ones and tell them more about your guests, values, and rules, and set clear performance expectations for successful performance. The more clearly you articulate these expectations, the more likely it is that the person will meet them. 

#2 Setting Clear Goals for Hospitality Effective Employee Performance Reviews

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”  

If you don’t measure your employees’ performance, then how do you know how you are doing? How do you know if you are doing well? Or poorly? Without adequate information about employees’ outcomes, you cannot properly decide what actions should be taken to improve employee performance. 

Thus, setting clear and measurable goals is an important aspect of employee performance reviews in the hospitality industry. When setting goals, it’s important to ensure that they are Specific, Measurable, Achievable, relevant, and time-bound (SMART). For example, a hotel might set a goal of achieving 90% meal consistency and accuracy to ensure customer satisfaction within a specific time frame. 

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more. 

#3 Performance Coaching

Good Performance coaching starts with taking notes all year. Track the performance of your employees and create a performance file for each employee. Keep records of everything, including accomplishments and incidents, whether positive or negative. 

Remember that doing annual employee performance reviews on an annual basis may not be the best practice, Why? Because a whole year of work is summed up in one meeting can be tedious for your supervisors and intimidating for your employees. For this reason, yearly employee performance reviews might miss the mark in conveying clear critiques and adjustments. 

Also, regular reviews permit managers to set goals and objectives for workers. Managers & HR can assess how every worker’s performance lines up with individual and departmental objectives. Managers can more easily distinguish between those who try to solve challenging situations and those who don’t care about their responsibilities. 

In addition, hospitality industries can use checklists, guest service surveys, and/or other similar means to give employees feedback on a daily basis. This feedback can have an impact on clarifying and improving performance issues. 

Moreover, investing in a performance tracking system helps your team to set goals in an effective way, follow the interviews and create relevant reports. It can easily facilitate and centralize your performance reviews process. 

#4 Ask the Employees to Respond

Employee performance reviews are a two-way transfer of Information. Not only should performance reviews happen frequently, but they should also be more engaging. Both managers and employees should contribute equally to the conversation. 

While there isn’t a one-size-fits all solution for performance reviews, every review should promote trust, be evidence-based, reduce anxiety, and create clarity. It can discuss career growth and development, peer feedback, customer feedback, engagement challenges, and more. 

Also, Numerous managers think these workers are OK with proceeding with their responsibilities without complaint. This isn’t the right methodology. Managers should start an open discussion to discern whether these employees are nearing burnout or not. If an employee is regularly exceeding expectations, they deserve to know about it and be rewarded for it. 

#5 Transparent Rewards and Recognition

Workers who accomplish exceptional work merit acknowledgment. They are the workers who continuously go above expectations, the ones that supervisors rely on and who generally take on more tasks than others. 

An effective employee evaluation permits you to discuss these contributions and what that employee sees as fair pay for extraordinary performance. Giving your employees recognition and rewards can improve overall performance. While encouraging mediocre or poor performers to improve their performance as well.

Outsource your payroll process and focus more on your core bussiness

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organisation.  

But you can try to give them a last chance by creating a Performance Improvement Plan (PIP) armed with constructive coaching. You and your poor performer can get together and write down what you’ve agreed on, along with dates by which goals should be achieved. 

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.” 

Additionally, hospitality employees must do this process correctly to avoid any future legal claims. Documentation is the key.

Write everything down to get rid of any attempt to deny that this happened. Here are some examples of important documentation to collect:

  • Performance reviews documentation.
  • Electronic communications. 
  • Phone conversations or one-on-one chats. 

Conclusion - Payroll Trends 2023

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.  

Are you ready to improve employee performance by digitising the process to increase your hospitality business’s retention rate? We can support you every step of the way!  

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality employee performance reviews

Conducting Hospitality employee performance reviews is crucial to maintaining and increasing your business’s retention rate. And when it comes to the hospitality industry, it is a commonly known fact that employees are the industry’s greatest asset. They act as the soul of hospitality. Thus, the more effectively you manage employee performance reviews, the higher quality service you provide to your customers. 

Employee performance reviews are not only about bad performances; consistent and honest reviews of your people’s performance are a way of showing gratitude and appreciation that shows employees contributions are valued. Also, it’s a way to listen to your employees and boost their motivation. According to Forbes, 74 percent of employees report that they are more effective at their jobs when they feel heard. 

But when it comes to hospitality employee performance reviews, they aren’t the same as employee reviews in other industries. Hospitality employees are subject to different stresses, including but not limited to long and irregular hours, emotional labor, seasonal fluctuations, and more. That’s why managers in the industry should pay extra attention to adequately preparing for this crucial process. 

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.  

Ready to get started? Here’s how to conduct effective employee performance reviews. 

#1 Setting Expectations Before Conducting Employee Performance Reviews.

Effective employee performance reviews start once a selected candidate becomes your employee. Managers should provide the newly hired employee with a thorough orientation and onboarding process to the organisation, their roles and responsibilities, and the culture. 

Communicate with the newly hired ones and tell them more about your guests, values, and rules, and set clear performance expectations for successful performance. The more clearly you articulate these expectations, the more likely it is that the person will meet them. 

#2 Stay Current with Hospitality Industry Labor Law by Signing Up for Compliance Newsletters

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”  

If you don’t measure your employees’ performance, then how do you know how you are doing? How do you know if you are doing well? Or poorly? Without adequate information about employees’ outcomes, you cannot properly decide what actions should be taken to improve employee performance. 

Thus, setting clear and measurable goals is an important aspect of employee performance reviews in the hospitality industry. When setting goals, it’s important to ensure that they are Specific, Measurable, Achievable, relevant, and time-bound (SMART). For example, a hotel might set a goal of achieving 90% meal consistency and accuracy to ensure customer satisfaction within a specific time frame. 

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more. 

#3 Performance Coaching

Good Performance coaching starts with taking notes all year. Track the performance of your employees and create a performance file for each employee. Keep records of everything, including accomplishments and incidents, whether positive or negative. 

Remember that doing annual employee performance reviews on an annual basis may not be the best practice, Why? Because a whole year of work is summed up in one meeting can be tedious for your supervisors and intimidating for your employees. For this reason, yearly employee performance reviews might miss the mark in conveying clear critiques and adjustments. 

Also, regular reviews permit managers to set goals and objectives for workers. Managers & HR can assess how every worker’s performance lines up with individual and departmental objectives. Managers can more easily distinguish between those who try to solve challenging situations and those who don’t care about their responsibilities. 

In addition, hospitality industries can use checklists, guest service surveys, and/or other similar means to give employees feedback on a daily basis. This feedback can have an impact on clarifying and improving performance issues. 

Moreover, investing in a performance tracking system helps your team to set goals in an effective way, follow the interviews and create relevant reports. It can easily facilitate and centralize your performance reviews process. 

#4 Ask the Employees to Respond

Employee performance reviews are a two-way transfer of Information. Not only should performance reviews happen frequently, but they should also be more engaging. Both managers and employees should contribute equally to the conversation. 

While there isn’t a one-size-fits all solution for performance reviews, every review should promote trust, be evidence-based, reduce anxiety, and create clarity. It can discuss career growth and development, peer feedback, customer feedback, engagement challenges, and more. 

Also, Numerous managers think these workers are OK with proceeding with their responsibilities without complaint. This isn’t the right methodology. Managers should start an open discussion to discern whether these employees are nearing burnout or not. If an employee is regularly exceeding expectations, they deserve to know about it and be rewarded for it. 

#5 Transparent Rewards and Recognition

Workers who accomplish exceptional work merit acknowledgment. They are the workers who continuously go above expectations, the ones that supervisors rely on and who generally take on more tasks than others. 

An effective employee evaluation permits you to discuss these contributions and what that employee sees as fair pay for extraordinary performance. Giving your employees recognition and rewards can improve overall performance. While encouraging mediocre or poor performers to improve their performance as well.

Outsource your payroll process and focus more on your core bussiness

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organisation.  

But you can try to give them a last chance by creating a Performance Improvement Plan (PIP) armed with constructive coaching. You and your poor performer can get together and write down what you’ve agreed on, along with dates by which goals should be achieved. 

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.” 

Additionally, hospitality employees must do this process correctly to avoid any future legal claims. Documentation is the key. Write everything down to get rid of any attempt to deny that this happened. 

Here are some examples of important documentation to collect: 

  • Performance reviews documentation.  
  • Electronic communications. 
  • Phone conversations or one-on-one chats. 

Conclusion - Payroll Trends 2023

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.  

Are you ready to improve employee performance by digitising the process to increase your hospitality business’s retention rate? We can support you every step of the way!  

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality HR Software

Hospitality Industry Labor Laws

Conducting Hospitality employee performance reviews is crucial to maintaining and increasing your business’s retention rate. And when it comes to the hospitality industry, it is a commonly known fact that employees are the industry’s greatest asset. They act as the soul of hospitality. Thus, the more effectively you manage employee performance reviews, the higher quality service you provide to your customers. 

Employee performance reviews are not only about bad performances; consistent and honest reviews of your people’s performance are a way of showing gratitude and appreciation that shows employees contributions are valued. Also, it’s a way to listen to your employees and boost their motivation. According to Forbes, 74 percent of employees report that they are more effective at their jobs when they feel heard. 

But when it comes to hospitality employee performance reviews, they aren’t the same as employee reviews in other industries. Hospitality employees are subject to different stresses, including but not limited to long and irregular hours, emotional labour, seasonal fluctuations, and more. That’s why managers in the industry should pay extra attention to adequately preparing for this crucial process. 

As a manager, hiring an employee doesn’t mean your job is over. Periodically measuring employees’ performance is critical in making your business run smoothly.  

Ready to get started? Here’s how to conduct effective employee performance reviews. 

#1 Setting Expectations Before Conducting Employee Performance Reviews.

Effective employee performance reviews start once a selected candidate becomes your employee. Managers should provide the newly hired employee with a thorough orientation and onboarding process to the organisation, their roles and responsibilities, and the culture. 

Communicate with the newly hired ones and tell them more about your guests, values, and rules, and set clear performance expectations for successful performance. The more clearly you articulate these expectations, the more likely it is that the person will meet them. 

#2 Setting Clear Goals for Hospitality Effective Employee Performance Reviews

The management guru Peter Drucker famously said, “If you can’t measure it, you can’t manage it.”  

If you don’t measure your employees’ performance, then how do you know how you are doing? How do you know if you are doing well? Or poorly? Without adequate information about employees’ outcomes, you cannot properly decide what actions should be taken to improve employee performance. 

Thus, setting clear and measurable goals is an important aspect of employee performance reviews in the hospitality industry. When setting goals, it’s important to ensure that they are Specific, Measurable, Achievable, relevant, and time-bound (SMART). For example, a hotel might set a goal of achieving 90% meal consistency and accuracy to ensure customer satisfaction within a specific time frame. 

Additionally, Hotels and restaurants can set goals for different areas of the business, such as employee attitude, time per table turn, service reviews, Sales and costs, website traffic, and more. 

#3 Performance Coaching

Good Performance coaching starts with taking notes all year. Track the performance of your employees and create a performance file for each employee. Keep records of everything, including accomplishments and incidents, whether positive or negative. 

Remember that doing annual employee performance reviews on an annual basis may not be the best practice, Why? Because a whole year of work is summed up in one meeting can be tedious for your supervisors and intimidating for your employees. For this reason, yearly employee performance reviews might miss the mark in conveying clear critiques and adjustments. 

Also, regular reviews permit managers to set goals and objectives for workers. Managers & HR can assess how every worker’s performance lines up with individual and departmental objectives. Managers can more easily distinguish between those who try to solve challenging situations and those who don’t care about their responsibilities. 

In addition, hospitality industries can use checklists, guest service surveys, and/or other similar means to give employees feedback on a daily basis. This feedback can have an impact on clarifying and improving performance issues. 

Moreover, investing in a performance tracking system helps your team to set goals in an effective way, follow the interviews and create relevant reports. It can easily facilitate and centralize your performance reviews process. 

#4 Ask the Employees to Respond

Employee performance reviews are a two-way transfer of Information. Not only should performance reviews happen frequently, but they should also be more engaging. Both managers and employees should contribute equally to the conversation. 

While there isn’t a one-size-fits all solution for performance reviews, every review should promote trust, be evidence-based, reduce anxiety, and create clarity. It can discuss career growth and development, peer feedback, customer feedback, engagement challenges, and more. 

Also, Numerous managers think these workers are OK with proceeding with their responsibilities without complaint. This isn’t the right methodology. Managers should start an open discussion to discern whether these employees are nearing burnout or not. If an employee is regularly exceeding expectations, they deserve to know about it and be rewarded for it. 

#5 Transparent Rewards and Recognition

Workers who accomplish exceptional work merit acknowledgment. They are the workers who continuously go above expectations, the ones that supervisors rely on and who generally take on more tasks than others. 

An effective employee evaluation permits you to discuss these contributions and what that employee sees as fair pay for extraordinary performance. Giving your employees recognition and rewards can improve overall performance. While encouraging mediocre or poor performers to improve their performance as well. 

Outsource your payroll process and focus more on your core bussiness

#6 Getting Rid of The Poor Performers

Sometimes, all your attempts to improve the performance of an employee fail, and the last resort is getting rid of these poor performers out of your organisation.  

But you can try to give them a last chance by creating a Performance Improvement Plan (PIP) armed with constructive coaching. You and your poor performer can get together and write down what you’ve agreed on, along with dates by which goals should be achieved. 

Place your PIP with a written disciplinary warning saying, “Repetition of this conduct, failure to follow any of our normal work rules will result in immediate termination of your employment.” 

Additionally, hospitality employees must do this process correctly to avoid any future legal claims. Documentation is the key. Write everything down to get rid of any attempt to deny that this happened. 

Here are some examples of important documentation to collect:

  • Performance reviews documentation.  
  • Electronic communications. 
  • Phone conversations or one-on-one chats. 

Conclusion - Hospitality employee performance reviews

Have you found this article useful? Then stay tuned for more articles on how to streamline the entire HR process in the hospitality industry.  

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Are you ready to improve employee performance by digitising the process to increase your hospitality business's retention rate?

We can support you every step of the way!

Contact us for a free quote

The post How to effectively conduct hospitality employee performance reviews appeared first on Novative.

]]> https://www.novative.com/en/how-to-conduct-employee-performance-reviews-in-the-hospitality-industry/feed/ 0 Hospitality Industry Labour Laws: How to Stay Current https://www.novative.com/en/how-to-keep-up-with-hospitality-industry-labour-laws/ https://www.novative.com/en/how-to-keep-up-with-hospitality-industry-labour-laws/#respond Thu, 11 May 2023 06:47:27 +0000 https://www.novative.com/?p=38514 Linkedin Twitter Facebook Hospitality Industry Labour Laws Staying current with hospitality industry labour laws has become not only difficult but also mandatory. The hospitality industry is a fast-paced and dynamic field that provides numerous job opportunities. From hotels, restaurants, and bars to theme parks and cruise ships. This variety makes the hospitality industry subject to…

The post Hospitality Industry Labour Laws: How to Stay Current appeared first on Novative.

]]>
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Hospitality Industry Labour Laws

Staying current with hospitality industry labour laws has become not only difficult but also mandatory. The hospitality industry is a fast-paced and dynamic field that provides numerous job opportunities. From hotels, restaurants, and bars to theme parks and cruise ships. This variety makes the hospitality industry subject to various labour laws and regulations that can change frequently, making it challenging for employers or HR managers to stay up to date.

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labour laws in hospitality and provide tips and tricks to do so effectively. 

#1 Stay Current with Hospitality Industry labour Law by Using Reliable Sources of Information

One of the most crucial steps in staying current with hospitality industry labour laws is to monitor changes in laws and regulations. HR managers should keep an eye on local laws and regulations that may impact their business operations. For example, capacity limits used to be one of the regulations that were applied in many countries and regions. This was to ensure that social distancing measures could be enforced and to reduce the risk of transmission of COVID-19.

That’s why it is crucial to regularly monitor the websites of governing agencies and employment and labour law bodies to stay current and gain a comprehensive understanding. Always go to the source. For example, but not limited to, the European Agency for Safety and Health at Work, which provides information and resources on occupational safety and health, including guidance on labour laws that impact the hospitality industry.

#2 Stay Current with Hospitality Industry labour Law by Signing Up for Compliance Newsletters

This can also be a good way to stay current. Signing up for a newsletter is an effective way to keep abreast of the latest labour law changes that could impact your business. In addition to the government and compliance websites, you can also sign up to any website that focuses on the hospitality industry. These are also valuable resources to initiate your search.

For example, Hospitality Lawyer is a worldwide network of attorneys that focus on hospitality, travel, and tourism issues in the U.S. That’s why it’s a good idea to use a variety of tools and resources. This is the best way to cover your bases and ensure you’re up-to-date.

#3 Attend Industry Events and Conferences to Stay Current with Hospitality Industry labour

Attending industry events, conferences, and webinars is not only a way of networking, growing connections, and learning from experts, but it is also great for making you aware of new regulations and changes. Additionally, these events offer valuable insights into the latest trends, best practices, and upcoming changes in regulations.

Bonus Tip: By joining the Society for Human Resource Management (SHRM), you can gain access to numerous resources, such as guides and articles, that aim to assist you in staying current and compliant with pertinent labour laws. Additionally, the SHRM conducts events, conferences, seminars, and workshops for its members that address specific topics.

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

As an employer, you may not be aware of an employee’s home country and regulations in terms of labour law. That’s why it is important to have an expert labour law compliance expert who will help you stay up-to-date with employment laws. This can also be helpful if you hire internationally or are planning to expand your business overseas. They can also help businesses navigate any legal issues that may arise.

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

Outsource your payroll process and focus more on your core bussiness

#5 Maintain Effective Communication with Employees

Maintaining effective communication with employees is crucial for staying current with labour laws in hospitality. HR managers and hotel owners should regularly communicate any changes or updates related to labour laws. Also, provide training on compliance.

Additionally, they should encourage employees to report any potential violations of labour laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Maintaining compliance without proper tools can increase the complexity of the task. Hotels and restaurants equipped with appropriate compliance software are more likely to adhere to legal requirements and mitigate the risks of human errors. Additionally, HR software can automate compliance checks and provide alerts when regulations change, helping you to avoid potential fines and penalties.

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

employee scheduling software

Conclusion - Payroll Trends 2023

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to focus on your hotel’s strategic goals while staying in compliance with the law? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality Industry labour Laws

Staying current with hospitality industry labour laws has become not only difficult but also mandatory. The hospitality industry is a fast-paced and dynamic field that provides numerous job opportunities. From hotels, restaurants, and bars to theme parks and cruise ships. This variety makes the hospitality industry subject to various labour laws and regulations that can change frequently, making it challenging for employers or HR managers to stay up to date.

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labour laws in hospitality and provide tips and tricks to do so effectively. 

#1 Stay Current with Hospitality Industry labour Law by Using Reliable Sources of Information

One of the most crucial steps in staying current with hospitality industry labour laws is to monitor changes in laws and regulations. HR managers should keep an eye on local laws and regulations that may impact their business operations. For example, capacity limits used to be one of the regulations that were applied in many countries and regions. This was to ensure that social distancing measures could be enforced and to reduce the risk of transmission of COVID-19.

That’s why it is crucial to regularly monitor the websites of governing agencies and employment and labour law bodies to stay current and gain a comprehensive understanding. Always go to the source. For example, but not limited to, the European Agency for Safety and Health at Work, which provides information and resources on occupational safety and health, including guidance on labour laws that impact the hospitality industry.

#2 Stay Current with Hospitality Industry labour Law by Signing Up for Compliance Newsletters

This can also be a good way to stay current. Signing up for a newsletter is an effective way to keep abreast of the latest labour law changes that could impact your business. In addition to the government and compliance websites, you can also sign up to any website that focuses on the hospitality industry. These are also valuable resources to initiate your search.

For example, Hospitality Lawyer is a worldwide network of attorneys that focus on hospitality, travel, and tourism issues in the U.S. That’s why it’s a good idea to use a variety of tools and resources. This is the best way to cover your bases and ensure you’re up-to-date.

#3 Attend Industry Events and Conferences to stay current with Hospitality Industry labour

Attending industry events, conferences, and webinars is not only a way of networking, growing connections, and learning from experts, but it is also great for making you aware of new regulations and changes. Additionally, these events offer valuable insights into the latest trends, best practices, and upcoming changes in regulations.

Bonus Tip: By joining the Society for Human Resource Management (SHRM), you can gain access to numerous resources, such as guides and articles, that aim to assist you in staying current and compliant with pertinent labour laws. Additionally, the SHRM conducts events, conferences, seminars, and workshops for its members that address specific topics.

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

As an employer, you may not be aware of an employee’s home country rules and regulations in terms of labour law. That’s why it is important to have an expert labour law compliance expert who will help you stay up-to-date with employment laws. This can also be helpful if you hire internationally or are planning to expand your business overseas. They can also help businesses navigate any legal issues that may arise.

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

Outsource your payroll process and focus more on your core bussiness

#5 Maintain Effective Communication with Employees

Maintaining effective communication with employees is crucial for staying current with labour laws in hospitality. HR managers and hotel owners should regularly communicate any changes or updates related to labour laws. Also, provide training on compliance.

Additionally, they should encourage employees to report any potential violations of labour laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Maintaining compliance without proper tools can increase the complexity of the task. Hotels and restaurants equipped with appropriate compliance software are more likely to adhere to legal requirements and mitigate the risks of human errors. Additionally, HR software can automate compliance checks and provide alerts when regulations change, helping you to avoid potential fines and penalties.

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

employee scheduling software

Conclusion - Payroll Trends 2023

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Are you ready to focus on your hotel’s strategic goals while staying in compliance with the law? We can support you every step of the way!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Hospitality HR Software

Hospitality Industry labour Laws

Staying current with hospitality industry labour laws has become not only difficult but also mandatory. The hospitality industry is a fast-paced and dynamic field that provides numerous job opportunities. From hotels, restaurants, and bars to theme parks and cruise ships. This variety makes the hospitality industry subject to various labour laws and regulations that can change frequently, making it challenging for employers or HR managers to stay up to date.

However, failure to comply with these laws can result in costly penalties and legal disputes. Not only this, but it can damage your business’s reputation.

In this blog, we’ll discuss the importance of staying current with labour laws in hospitality and provide tips and tricks to do so effectively. 

#1 Stay Current with Hospitality Industry labour Law by Using Reliable Sources of Information

One of the most crucial steps in staying current with hospitality industry labour laws is to monitor changes in laws and regulations. HR managers should keep an eye on local laws and regulations that may impact their business operations. For example, capacity limits used to be one of the regulations that were applied in many countries and regions. This was to ensure that social distancing measures could be enforced and to reduce the risk of transmission of COVID-19.

That’s why it is crucial to regularly monitor the websites of governing agencies and employment and labour law bodies to stay current and gain a comprehensive understanding. Always go to the source. For example, but not limited to, the European Agency for Safety and Health at Work, which provides information and resources on occupational safety and health, including guidance on labour laws that impact the hospitality industry.

#2 Stay Current with Hospitality Industry labour Law by Signing Up for Compliance Newsletters

This can also be a good way to stay current. Signing up for a newsletter is an effective way to keep abreast of the latest labour law changes that could impact your business. In addition to the government and compliance websites, you can also sign up to any website that focuses on the hospitality industry. These are also valuable resources to initiate your search.

For example, Hospitality Lawyer is a worldwide network of attorneys that focus on hospitality, travel, and tourism issues in the U.S. That’s why it’s a good idea to use a variety of tools and resources. This is the best way to cover your bases and ensure you’re up-to-date.

#3 Attend Industry Events and Conferences to Stay Current with Hospitality Industry labour

Attending industry events, conferences, and webinars is not only a way of networking, growing connections, and learning from experts, but it is also great for making you aware of new regulations and changes. Additionally, these events offer valuable insights into the latest trends, best practices, and upcoming changes in regulations.

Bonus Tip: By joining the Society for Human Resource Management (SHRM), you can gain access to numerous resources, such as guides and articles, that aim to assist you in staying current and compliant with pertinent labour laws. Additionally, the SHRM conducts events, conferences, seminars, and workshops for its members that address specific topics.

Speaking of SHRM, we are excited to announce that we will be attending the SHRM 2023 Annual Conference & Exposition in Las Vegas from June 11-14!

Don’t miss out on this opportunity to connect with us and other HR professionals passionate about driving change in the workplace!

#4 Seek Professional Guidance from A Legal Expert

As an employer, you may not be aware of an employee’s home country rules and regulations in terms of labour law. That’s why it is important to have an expert labour law compliance expert who will help you stay up-to-date with employment laws. This can also be helpful if you hire internationally or are planning to expand your business overseas. They can also help businesses navigate any legal issues that may arise.

Additionally, consulting with legal experts and human resources professionals can also provide peace of mind, knowing that your business is protected.

Did you know that Novaitve has +30 years of experience in multinational hotels, and its experts are familiar with all local rules and regulations to ensure you’re always compliant?

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#5 Maintain Effective Communication with Employees

Maintaining effective communication with employees is crucial for staying current with labour laws in hospitality. HR managers and hotel owners should regularly communicate any changes or updates related to labour laws. Also, provide training on compliance.

Additionally, they should encourage employees to report any potential violations of labour laws and establish a clear protocol for addressing them.

#6 Use the Right Software

Maintaining compliance without proper tools can increase the complexity of the task. Hotels and restaurants equipped with appropriate compliance software are more likely to adhere to legal requirements and mitigate the risks of human errors. Additionally, HR software can automate compliance checks and provide alerts when regulations change, helping you to avoid potential fines and penalties.

Did you know that one of Novative’s employee scheduling software features is to send an alert when you exceed the working hours mentioned in the employee contract?

employee scheduling software

Conclusion - Hospitality Industry labour Laws

Have you found this article useful? Stay tuned for more! At Novative, HR in hospitality is a subject we discuss regularly. Follow us to make sure you don’t miss any of our content on this subject!

Novative offers smart and powerful HR management software for the hospitality industry. Learn more.

Are you ready to focus on your hotel’s strategic goals while staying in compliance with the law?

We can support you every step of the way!

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