Hospitality Business Toolkit Task 3: Legislation and Impact Report

This report provides an overview of key legislation impacting the hospitality industry in the UK. It examines the Minimum Wages Act 1998, Health & Safety Act 1974, Equality Act 2010, and Food Safety Act 1990, detailing their provisions and relevance to businesses like Savage Food & Drinks. The report emphasizes the potential impact of employment and contract law, highlighting the consequences of non-compliance, such as penalties and legal actions. The conclusion stresses the importance of adhering to these regulations for organizational growth and sustainability. References include academic sources discussing workforce engagement and human rights due diligence in corporate settings. This report serves as a valuable resource for understanding the legal framework governing the hospitality sector.

HOSPITALITY
BUSINESS TOOLKIT
TASK 3

TABLE OF CONTENT
• Introduction
• Legislation of hospitality industry
• Potential impact of employment and
contract law
• Conclusion
• References

INTRODUCTION
Hospitality industry broad industry which is provided different
products and services. In this industry hotels, restaurants can
follow different laws and regulations. These are shows impact
on Savage food & drinks.

Legislation Of Hospitality Industry
• Minimum Wages Act 1998 - Minimum wages act 1998 came
into existence on 1 April 2018. This act defines that every
worker should be paid some minimum wage for the work they
perform. The minimum wage across United Kingdom was
£7.83 per hour for workers aged over 25, £7.38 per hour for
workers aged 21 to 24 and £5.90 per hour of workers aged 18
to 20 and those who have not completed there compulsory
studies are not entitled under Minimum Wages Act 1998.
Savage food and drinks pays according to the rules prescribed
under the Act.

Cont...
• Health & Safety Act 1974 - This act provides guidelines to
the employers to protect the health, safety and welfare of the
employees as well of others present at work. The employers
must provide safety equipments and safety systems to raise the
standards of health and safety in places of work. Everyone in
the organization is obliged to perform the duties of providing
healthy, safety measures. Savage food and drinks provides
high standards of healthy, safe and welfare to employees,
trainees, workers, visitors and general public at work.

Cont...
Equality Act 2010 - Equality Act 2010 came into
existence on 1 October 2010. This act protects
people from any discrimination in the organization.
According to this act, all people should be treated
equally in the workplace and in wider society. This
act provides protection from other illness which are
established.

Cont...
This act is easy to understand in complex situations
and it strengthen some situations also in at the
workplace and in the society. Savage food and
drinks follows this act and all people working in the
organization are treated equally, no discrimination
is done between people at the work.

Cont...
Food Safety Act 1990 - Food and safety act 1990 came into
existence on 29 June 1990. This act covers all the working
starting from the selling to the possessing to the value. It is not
related to the hygiene because different other laws are there for it.
The act states that the food businesses should provide food as per
the demand of the consumers, the food which they are providing
should be covered properly. Savage food & drinks can apply this
act in their restaurant and follow all rules and guidelines
prescribed under the act and provide healthy, covered food to its
customers.

Potential Impact Of Employment
And Contract Law
Employment and contract law has followed by all UK companies
in order to remain in market and achieve success. If any company
does not follow all rules and regulations so UK government take
action against of particular company. There are companies which
can not follow health and safety act 1974, in their company and
they can face problems. Southern health NHS foundation trust
can not follow this act so they was penalised for this. As a
penalty they are paid £95000.00 and their hearing date 26 march
2018. so these laws and regulations are shown impact on all
organisation from future perspectives.

Conclusion
In the presentation has been concluded that the company has
following specific rules & regulation which influence growth
and sustainability of an organisation.

REFERENCES
Barron, P., Leask, A. and Fyall, A., 2014. Engaging the multi-
generational workforce in tourism and hospitality. Tourism
Review. 69(4). pp.245-263.
Harrison, J., 2013. Establishing a meaningful human rights due
diligence process for corporations: learning from experience
of human rights impact assessment. Impact Assessment and
Project Appraisal. 31(2). pp.107-117.