Team Member

Handbook
November 2020
Our Brand Purpose
To help our guests feel brilliant, through a great night’s sleep.

Our Brand Promise

Great rooms that give our guests…
• A place to work, relax and feel great
• A restful night
• A hassle-free stay

Great people who…

• Care about the guest experience
• Go out of their way to add magic touches
• Make their purpose ‘making sure our guests achieve their purpose

Great value for money that…

• Makes our guests’ stay even more enjoyable
• Makes guests feel savvy about their choice

Our People Promise A place

Premier Inn is a place made by you. A place where you’ll find where you
all the opportunities you need to grow, develop and achieve belong.
your dreams.

How does it feel to work here?

“
I feel valued for my uniqueness, passion, personality and individual
contribution.
I have lots of opportunities to grow and develop my career.
I feel a sense of belonging, part of a family that works together
and has great team spirit.
I am trained and confident in my abilities to make our
guests feel brilliant.
I am recognised and rewarded for a job well done.
“
I feel proud of our brand and proud to work here.
Contents
Welcome 4 - Training 15 - Information Security 26
Our Values 5 - Performance Reviews 15 - Social networking 26
Service Quality - Performance Management 15 - Personal communications
Standard Basics 6 - Secondments 15 whilst at work 27
Our Story 8 - Expenses 15 - Company property 28
Force for Good 9 Time off Work 16 - Lost property 28
The way we work at - Holidays 16 - Looking good on the job 28
Premier Inn 10 - Sickness 16 - Eating and drinking
Your shift patterns 10 - Maternity leave 18 at work 29
- Our rota system 10 - Adoption Leave 18 - Other employment 29
- Varying hours and flexibility 10 - Shared Parental Leave 18 - Alcohol, smoking and
- Breaks and the working illegal drugs 29
- Paternity leave 18
time regulations 11 - Designated smoking
- Parental leave 18
- Night working 11 areas and uniforms 30
- Time off for dependents 19
- Young Workers 11 - Holding a personal license 30
- Parental Bereavement
How your pay works 12 Health, safety and security 31
Leave 19
- Pay days 12 - CCTV 31
- Compassionate leave 19
- Bank holiday pay 12 - Disciplinary process 31
- Low trading levels or
- Overtime 12 temporary closures 19 - Searches 36
- Payments for attending The way we expect Important Policies 36
training 12 you to work 20 - Data Protection 37
- Cash advances on pay 12 The way we do things at -H  ealth & Safety 38
Your benefits 13 Whitbread 20 - Blood Spillages and Blood
- Privilege Card 13 - Speaking out 22 Borne Diseases 39
- “Perks at Work” website 13 - If you have a concern -C  ash, Key & Mag Card 40
- Incentive schemes 14 about your employment 22 - Civil Recovery and
- Sharesave 14 - Whitbread Policy on Theft/Fraud Awareness 41
- Pension 14 Harassment and Bullying 24 - Food and Drink Allergies 41
- Tips 14 - Right to work in the UK 25 - Merchant Slip and Chip & Pin 42
- Long service awards 14 - Serving friends and Glass Policy 43
relatives 25 -B  roken Glass Procedure 43
Personal development 15
- Relationships at Work 25 Leaving Premier Inn 45
- Your career opportunities 15
- Confidential Information 26

Useful Contacts
Whitbread SD Worx Contact Centre Whitbread Data Protection
Support Centre 03448 931 437 privacyofficer@whitbread.com
01582 424 200 whitbread@sdworx.com
Link Asset Services
Customer Hospitality Action (Employee (Whitbread Sharesave scheme)
Contact Centre Assistance Programme) 0344 855 2327 or email
08715 278000 0808 802 2111 whitbreadsaye@linkgroup.co.uk
Safety and Mercer (Pension Administrator) Employee Relations Team
Security Team 0344 209 6596 01582 844 344
01582 88 88 29 whitbread.pension.uk@mercer.com
Speaking Out
0808 801 0351
 Welcome

We’re glad you’ve chosen us, and we’d really like to welcome you to our
Premier Inn family. You may have already enjoyed our warm and welcoming
atmosphere as a guest. We’re glad to say, you’ll experience the same feeling
as a member of our team too.

You’re joining the UK’s biggest hotel business, which is part of one of the most successful hospitality
businesses in the country - Whitbread Plc. We are consistently rated the UK’s Best Value Hotel
Chain by YouGov. That’s because we have the best team and we’re delighted to have you on board.

We are a people business and that begins with you. We believe that the best experiences for our
guests start with the best experiences for you. We want to be the best place for you to work, where
we all care and feel cared for, where everyone can be themselves and be their best, where everyone
is set up for success and where we all feel proud of what we do.

This Handbook applies to you if you are an hourly paid site-based team member within Premier Inn.
It should be read alongside your Statement of Terms and Conditions. Together they outline how we
work and what we expect of each other. You can also find all Policies on our Ops Excellence site and
if you need any further information, please speak to your manager.

For now, welcome again to our team. Whatever you’re looking from a career, we’re sure you’ll find it
with us, and we wish you every success along the way.

4
Our Values
It’s not just what we do that’s important, it’s how we do it. Whatever your role in one of our
hotels, restaurants or Support Centre we all live the same values, which you’ll share and
see in your team every day. They weren’t made up in an office somewhere – they were
created by people like you when team members were asked what was special about working
for Whitbread.

Genuine – Caring about our customers and teams:

• We are true to ourselves and honest to others
• We make customers and teams feel special
• We do good in the community

Confident – Determined to be the best:

• We welcome change and new ways of doing things
• We appreciate that feedback is important
• We speak up when there’s a better way

Committed – Passionate about delivery:

• We step up to get things done
• We work well with others
• We are always looking to improve the customer experience

5
 Service Quality Standard Basics
PI Formula for a great guest experience every time.
Quality service standards are the operating priorities that guide the consistency of the
customer experience- they provide a framework for making quality decisions when

Service Quality Standard

delivering service. Our Service Quality Standards of Safety help us make sure that we give
our guests a great experience every time they visit one of our hotels. Each standard plays a
key role in delivering this and we expect everyone who works in Premier Inn to think Safety,

PI Formula for a great guest experience

Hospitality, Pride and Efficiency every time they come to work – in that order of importance!
Details about what each of these standards means is set out on below.

SAFETY HOSPITALIT Y

Nothing is more It is my job to be the Iw

important than the best version of myself on shi
safety of our guests, every shift. I will never sur
our team and myself. I let my guests down and I I sh
will therefore never do will always do my best to wh
anything I know is unsafe be polite and help them sta
in any way I can rea
• I will always complete and tak
utilise training provided • I know my genuine smile is a
to me, as this is key to and eye contact provides
ensuring we are safe & the perfect welcome for
compliant •R
everyone In
• I am committed to being • Our Guests are individuals m
knowledgeable and aware and I make every effort to
of my surroundings and •I
understand and exceed a
specific safety processes their expectations
for my Hotel a
• The best part of my job is P
• I am part of a team with a talking to Guests, ensuring w
collective responsibility to I am courteous and b
take action and never walk respectful to everyone who
past any cause for concern •I
stays g
• I ask questions if there • I know the service I provide
is something I don’t •I
makes every guests stay c
understand and speaking the very best it can be
up to ensure the safety of d
others is welcomed • I keep conversations m
positive •I
and appropriate, ensuring im
every guest gets a great if
Goodbye and Thank You d

6
 Safety Hospitality Pride Efficiency
Keeping our Creating Demonstrating positive Ensuring the smoothest
teams and emotional behaviours, pride in our possible operations
guest welfare connections with workplace and ensuring of our hotels and
at the heart our teams and we are always providing restaurants. Using our

ndard Basics
of everything guests. Treating a seamless guest time and tools wisely.
we do. everyone as experience. Looking for Striving for operational
an individual opportunities to make a excellence – do it

perience every time and respecting

diversity.
guest experience, more
memorable.
once, do it right – work
smarter not harder.

PRIDE EFFICIENCY
I would never start a I have all the tools I need
shift without making to delight my guests.
sure I look exactly how I am committed to
I should. I understand doing exactly that
what type of guests are
staying with us, and I am • I strive for operational
excellence ensuring we
ready to do whatever it
do it right first time
takes to ensure their stay
is amazing • I’m knowledgeable and
able to provide my guests
• Representing our Premier with relevant & accurate
Inn Brand is important to information about my hotel
me and local area as its key
to being able to meet my
• I know Brand standards guests needs
and Operational Excellence
are fundamental to • My ideas are valued and
Premier Inn becoming the I share them in order
worlds best budget hotel to enhance our guests
business experiences

• I am passionate about • I use my time, tools and

getting to know our guests resources wisely and always
follow procedures and
• I am empowered to process. This enables me
create opportunities to to have more time with
deliver personalised and my guests
meaningful PIWOWs
• I anticipate guest needs
• I take pride in providing and maximise upsell
immediate service recovery opportunities
if guests are in anyway
dissatisfied with their stay • I am part of a team that
builds great working
relationships across all
departments and functions 7
 Our Story
Premier Inn is part of Whitbread Plc, the UK’s largest operator of hotels, with over 1,200 Premier Inn
hotels and restaurants across the UK, serving over five million customers every month.

Our hotels
We have over 800 hotels in the UK, with 77,000 rooms. We also have hotels in the Middle East and
Germany. We are continually growing and innovating, with a healthy pipeline in Germany and we
have our sights on reaching 110,000 hotel rooms in the UK.

Our hotel brands include Premier Inn and hub by Premier Inn.

Our restaurants
Most of our hotels have a bar and restaurant, either within the hotel or just next door, offering a
wide selection of meals and hearty eat-as-much-as-you-like full English and continental breakfasts.

Our restaurant brands include: Beefeater, Bar+Block, Table Table, Cookhouse & Pub, Brewers
Fayre and Thyme.

Our aim
We are the world’s best budget hotel
business, supported by our best-in-class
restaurants, delighting our guests with
great quality at the best value for money.
Our Winning Teams wow our customers,
so they come back time and again
which, along with our focus on Everyday
Efficiency, drives long-term Profitable
Growth. We are passionate about being
a Force for Good in our communities,
helping everyone to live and work well.

8
Force for Good
Force for Good – enabling people to live and work well
People are the reason we’re here. They’re our heart and soul.

Because great hotels and delicious meals would be nothing without the teams who make them
and the customers who enjoy them. And we reach millions of people every day, which gives us an
incredible opportunity to make a difference.

We’ve always been about people, and we always will. So, it makes sense that our sustainability
programme is all about people too. It’s called Force for Good. And it’s about helping everyone – our
customers, team members and suppliers – to live and work well.

We’ve focused on three areas to make this happen – Opportunity, Community and Responsibility.

Version 1

Force for
GOOD
ENABLING PEOPLE TO
LIVE AND WORK WELL

OPPORTUNITY COMMUNITY RESPONSIBILITY

A team where everyone Making a meaningful Always operating in a way
can reach their potential. contribution to the customers that respects people and
– No barriers to entry and and communities the planet
no limits to ambition we serve

We will be for
everyone, championing We will make a positive We will source
inclusivity across contribution to the responsibly and
the organisation and communities we serve with integrity
improving diversity

Working collaboratively
We will have industry with our teams and
We will reduce our
leading training and supply chain, we will
environmental impact
development schemes support our charity
partner to meet
their mission

Team member
wellbeing will We will support the We will always do
be considered in wellbeing of our guests business the right way
everything we do and customers

9
 The way we work at Premier Inn
Your Shift Patterns
Our rota system
Your line manager will work out
what shift pattern is needed in advance,
based on the anticipated room sales for
the site and other
pre-arranged factors such as
holidays. Each site has an area where
the rota is displayed and it is your
responsibility to make sure you know your
own shift pattern each week.

In order to continue providing a warm and welcoming atmosphere to our customers, it is absolutely
essential that you are ready to work at the time your shift is due to start.

Varying your hours and flexibility

If you have an arrangement to work the same shifts every week then you can expect this to happen
however the majority of Premier Inn’s team members work flexibly and this means that shift patterns
are likely to change from week-to-week.

Your manager will work with a variety of shift patterns to suit both the business needs as well as any
requests from the team. Your manager will always try to accommodate any requests from you as long
as there is no negative impact on other team members or our customers. For this reason, we need you
to be reasonably flexible in terms of your shift pattern as you may be needed to cover absent team
members or busy times. This may also include cross departmental working which may be temporary or
permanent.

You might be required to work, attend meetings and/or training courses at different locations from time
to time. You will be paid for any hours worked and will be reimbursed for any reasonable expenses that
you incur as a result of travelling somewhere other than your normal place of work.

There may be occasions when your manager has to consider different shift patterns to those which you
normally work. This may mean that your hours increase by up to 15% or decrease by up to 10% of your
contracted hours, to enable us to meet our guests demands.

If you have a need to permanently change your working pattern i.e. due to childcare or caring
responsibilities, please talk to your manager about the Flexible Working Policy. A full copy of this Policy
is available on the intranet.

Your manager might be able to agree a new shift pattern informally with you, or there may be a need
to follow a more formal consideration process, depending on how complex your request is. If you do
need to make any requests to work a different pattern, please remember that we really care about our
customers, and we want to look after all of our team members. If your request conflicts with our ability
to do this then we may have to refuse it and try to find a compromise with you.

10
Breaks and the Working Time Regulations
Within Premier Inn we always make sure that you receive the right amount of time off from work, in
line with the law. Therefore: -
•Y  ou won’t be asked to work more than an average of 48 hours a week over a 17 week period. However,
all workers over the age of 18 have the right to opt out of the 48-hour limit on their average working
week. If you wish to do so, then you should contact your line manager to obtain an opt out form. You
will then be free to choose to opt back in to the limit at any time by giving us one month’s written
notice, using an opt in form.
• You are entitled to a specific level of breaks from work and it is important that you take the breaks
that you are entitled to.
• It is a requirement that you clock in and out for breaks on every occasion.
• All breaks are unpaid. (The only exceptions to this are for night team workers who are working
alone, therefore these breaks are paid).

Under 18 years old 18 years old or over

You won’t be asked to work more than 8 hours in If your shift is scheduled to be more than 6 hours,
1 day then you are entitled to an uninterrupted break
If your shift is scheduled to be more than 4.5 away from your workstation of 20 minutes
hours, then you are entitled to an uninterrupted Every 24 hours, you should have 11 hours where
break away from your workstation of 30 minutes you are not at work
Every 24 hours, you should have 12 hours where Your manager will try to make sure that you have
you are not at work 24 consecutive hours where you are not at work
Every 7 days, you should have 48 consecutive every week (can be extended to 48 consecutive
hours where you are not at work hours off work in a fortnight)

Due to the nature of the business, and the fluctuating levels of customer demand at your Site, there
may be occasions where you have less than 11 (or 12) hours free from work in a 24 hour period. If, for
example, one day you only have 10 hours free from work, your manager will add the missing break
time onto a different day as soon as they can. This is called compensatory rest.
Your manager may choose to schedule longer breaks for you, all breaks are unpaid.

Night working
Under 18 years old 18 years old or over
We do not allow anyone under 18 to work If you work more than 3 hours between 11pm and
between 11pm and 7am 7am then you are classed as a night worker

If you are a night worker, you will find a health assessment form on the intranet. This is a free health
assessment which is optional. You are welcome to complete this and return it to your manager
who will send it to our Occupational Health team when you start with us. If you wish to complete
the health assessment annually, please notify your manager who will provide you with a further
assessment form if you continue to work through the night within a Premier Inn.

In line with our promise to comply with the law regarding breaks from work, you will generally not
be asked to work more than an average of 8 hours per shift. You are responsible for ensuring you
have a break during your shift.

Young workers
You must be of the minimum school leaving age if working in a Premier Inn. However, you are not
allowed to work alone unless you are 18 or over.
11
 How your pay works
Pay days bank holiday. The only exception is New Year’s Eve
where the enhanced rate applies between 18:00 –
You will be paid one month in arrears directly into 23:59. For any hours of your shift that fall outside
your bank account on or around the last Friday of these time periods you will receive your standard
the month. hourly rate, or if they fall on another enhanced
The payroll month will be from the last week of rate bank holiday, the enhanced rate for that day.
each calendar month to the penultimate week of The dates for every other bank holiday change
the next calendar month (inclusive). To help you every year and you will be paid at your normal
understand this more clearly, we have provided an hourly rate for these days.
example. Example: October pay = hours worked
Friday 20th September 2019 through to Thursday
Overtime
17th October 2019, payday Friday 25th October At Premier Inn we want you to have the right
2019. It is really important that you make sure balance between home and work and therefore,
will make an effort not to ask you to work in excess
your manager always has the correct and up-to-
of your normal hours. However, there may be
date bank details for you to ensure that you are
occasions where you are asked to cover additional
paid accurately and on time each month. Your
hours and in this situation, you will be paid your
manager will submit the hours you have worked
normal hourly rate.
each week, however, to make sure any mistakes
can be identified and rectified before your pay Payments for attending training
is processed it is advisable to double check with Premier Inn is committed to your development
your manager that what has been submitted is and, if you have been asked to attend training as
correct. You will receive a payslip every month part of your role, your reasonable costs (i.e. travel
which will show you what you have been paid and fares/petrol etc) are reclaimable through expenses
any deductions (i.e. tax and national insurance). (receipts required).
Premier Inn is entitled to make deductions from Your travel time to attend training at a different
your wages in line with your Statement of Terms location will be paid, however, excludes the time
and Conditions of Employment. taken for your commute to your normal place
If you have any queries regarding your pay, you of work. You will be paid your hourly rate for the
should speak to your manager about them. hours spent being trained.

Cash advances on pay

Bank holiday pay We do not pay anyone in cash, and we don’t permit
You will need to work on public bank holidays if our managers to give you any cash advance on
these fall on your normal working days. If you wish your pay.
to have these days off work then you will need to
If there is an error in your monthly pay, you should
request them as holiday in the usual manner (see tell your manager as soon as possible. There will be a
Holiday section). payment process (also referred to as a disbursement
Many of our sites are also open on Christmas Day, process) whereby payments can be processed
Boxing Day and New Years Day; please speak to before the next pay day, subject to certain criteria.
your manager to understand if you work in one of If a significant error has been made with your pay
these sites. If you are required to work on one of and you are suffering hardship as a result of this,
these days, you will be paid: your manager may seek authorisation from their
Regional Operations Manager to provide you with
Christmas Day Double time
a cash part-payment which you will need to pay
Boxing Day Time and a half
back as soon as your pay has been received by
New Years’ Eve (after 6pm) Time and a half
you. Failure to repay a cash payment may result in
New Years’ Day Time and a half
disciplinary action being taken, and the Company
These enhanced rates will apply to all hours of may also pursue you for repayment via the Civil
12 your shift that fall between 00:00 – 23:59 on the Recovery process.
Your benefits
Privilege card
Once you have joined Premier Inn, you will be given a Whitbread Privilege Card which offers
fantastic discounts across our own great brands, giving you the opportunity to enjoy the guest
experience at exclusive rates.

Please sign your card straight away and keep it safe. You must be present every time your Privilege
Card is used, and you must not give it to anyone else to use. If you are found to have given this to
someone else to use whilst you are not present, this could lead to disciplinary action being taken
against you.

Beefeater, Brewers Fayre, Bar + Block, Table Table, Whitbread Inns, Cookhouse &
Pub and Premier Inn Restaurants where owned by Whitbread
• 25% discount for cardholder & up to 3 guests on food (no discount on meal deals, set menus or
children’s meals)
• Discount is valid on breakfast & items from the bar/snack menu
• 50% discount off your food when you are working (i.e. for your break)

Food at work
In our Restaurants there is a specific team member menu. This offer is available to all team
members including Premier Inn. This menu can be purchased on your break whilst on shift, or
immediately before or after your shift. The meals are priced to cover the cost of the ingredients.
Your Privilege card must be used to validate the offer. Please ask at your site for the full terms and
conditions of this offer.

Premier Inn
• Up to 50% off off your room rate (subject to availability) when booked through HYPERLINK
www.premierinn.com/employeeoffer
or call 0333 003 8101 and let them know you are a Whitbread employee.
• Discounted stays can be for any duration, but one night stays will be subject to availability
• 25% off breakfasts where the Restaurant is owned by Whitbread
• Max number of rooms booked per card = 2 rooms

All of these discounts are only available when your valid Privilege Card is produced
You must not, under any circumstances buy Whitbread products at a discounted price then sell
them. If your employment with Whitbread ends for any reason, you will be asked to return your
Privilege Card to your manager.

“Perks at Work” website

We’d all like our money to go further than it does today, so we’ve worked hard on your behalf to
negotiate offers and discounts with a wide variety of popular retailers exclusively for you! The “Perks at
Work” website is a shopping website exclusively for Whitbread team members and contains HUNDREDS
of special discounts from popular retailers, saving you money on the things you like to buy, with
hundreds of everyday offers.
www.perksatwork.com
You will need to register on the website using your 8 digit payroll number. For new starters,
it can take up to 4 weeks to ensure your data is uploaded onto the system. 13
 Your benefits (continued)
Incentive schemes Your personal Sharesave Scheme invitation pack
will be sent to your home address every November
In order to reward excellent performance, we (if you have been employed on or before the
may offer discretionary bonus and incentive first week of August that year (actual date varies)
schemes from time to time. Your line manager so make sure your address is up-to-date on our
will make sure that you are fully updated on systems.
any schemes, which are relevant to you. Any
If you leave Whitbread or want to leave the scheme
schemes in operation are non-contractual and
at any point, your savings are returned to you.
paid at the absolute discretion of the Company.

Sharesave Pension schemes

You can join Whitbread’s pension scheme
Whitbread’s Sharesave Scheme is one of the few
and some people will join it automatically.
things in life that really is as good as it looks!
You can find out about pensions at
Joining the Scheme is a low risk way of sharing www.whitbreadpensions.com
in the potential future growth of the Whitbread
share price. You choose to save an amount you
can afford, which is taken directly from your salary
Tips
each month for a period of three or five years. In some of our businesses, you are able to
The minimum amount is £10 and the maximum enjoy the opportunity to receive cash tips from
amount is £500. customers. Your manager will let you know what
After three or five years you can use your savings the arrangements are within your site. Please
to buy shares in the Company at a pre-determined inform the HMRC of any cash tips that you
discounted price. receive.
When exercising your option to purchase the
shares, you would choose to sell the shares Long Service Awards
immediately, or to retain them as shares. If the
At Whitbread we value the loyalty of our team
share price goes up you benefit from any rise in the
members and like to recognise this throughout
value of those shares, free of income tax. You can’t
your career. At key milestones we will celebrate
lose any of your savings; if for some reason the
this achievement with Long Service Awards
share price falls below the option price, you can
to show our appreciation of your continued
simply choose to get all your savings back.
support to our business.

Listening
Throughout your employment at Whitbread you should feel listened to, whether through having
regular meetings with your line manager or with others in your team, through to regular surveys
that ask about your employment experience with us.
We also have a network of team member representatives, called Our Voice. The Our Voice
Representatives meet regularly with senior leaders to discuss business performance, share ideas
and feedback from team members so that we all work together to make Whitbread a more
successful business. You can be involved in Our Voice by sharing your ideas and questions with
your Representative, or by standing for election to the role of a Representative yourself. Leaders in
the business, such as Operations Directors and Regional Operations Managers hold regular focus
groups to discuss operational challenges with team members, so we can work together to better
14 serve our guests and teams. For more information, please ask your hotel manager.
Personal development
Your career opportunities Learning and development is a continuous
process for everyone, and we encourage every
We believe that Premier Inn is a great place to work team member to play an active part in their own
and we will provide you with appropriate training developmental journey.
and development programmes to help you with
your career progression. As a Company, we target
ourselves to fill growth opportunities with our Performance management
existing team members and we monitor how well we As well as having performance reviews twice a year,
achieve this. We really try to help everyone realise your manager will also have regular conversations
their full potential within our business. and structured one-to-ones with you, and you
Growing your career with Whitbread doesn’t should use these opportunities to: -
just mean being based in the UK. As we expand • Understand your job
internationally, so does the scope of the career • Agree meaningful objectives
opportunities we are able to provide to our best • Agree developmental personal objectives
people. It really is an exciting time to be part
of the Whitbread Group. Should you want to Your line manager is also a role model and will
develop yourself further, there is expert and lead by example, providing you with direction and
optional training available to you in our Skills inspiration and setting high standards to achieve.
Matrix. In addition to this we can offer our team If, for any reason, your performance (conduct
members the chance to complete one of our and behaviour) is below the standards that your
apprenticeship programmes. Our apprenticeship manager expects, they will discuss this with you
programmes are delivered by our award winning openly and honestly. They will support you in
provider and give our team members the chance improving your performance, possibly through
to complete further learning alongside their role. training or coaching with clear targets.
If, despite having clear targets, adequate
Training support and enough time to improve there
Working for a customer facing Brand, with is no improvement (or you improve and then
great rooms and world-class customer service your performance drops again), then your line
does mean that you are expected to complete manager may make a decision that you should
training. Some training is optional, and you may face formal disciplinary action.
be offered this as an opportunity to develop
yourself however, we do have some training Secondments
which is compulsory and you have to complete
Occasionally during your employment, you
it. If you fail to complete compulsory training
may be given a chance to temporarily carry out
then you may be moved to a different role or face
a different role, or work within a different site
disciplinary action.
as a development opportunity. This is called
a Secondment. Your manager will discuss any
Performance reviews opportunities like this with you, and in most cases
Every six months, your line manager will ask you of a temporary appointment, you are expected to
to complete a performance review form, and then return to your original role once the secondment
will sit down with you to discuss it. This process has ended.
is really important as it helps your manager
understand your career aspirations and where Expenses
there are opportunities for you to develop. Your
Occasionally, you may incur expenses as part of
manager will be really open and honest with you,
your development and your reasonable costs (i.e.
and you’re encouraged to do the same.
travel fares/petrol/parking etc) are reclaimable
We believe that by having regular ‘talent’ through expenses (receipts required). We will not
conversations and measuring your performance usually pay you for your time spent travelling to
that we can bring out the best in you, and that and from the course.
you will be motivated, engaged and will continue
to love working at Premier Inn. 15
 Time off work
Holidays
You start to earn holiday days from the moment you begin working with us and the amount of days
you earn over the holiday year depends on how many days you work per week. If you want to see
how many holiday days you have left this year, take a look at your payslip.

If you start working at Premier Inn when a holiday to be taken by you at any one time
holiday year has already started, your holiday but they will always consider your personal
days are worked out based on the amount of circumstanceswhen making this decision.
months that are left. Ask your manager to help
If you want to take some time off, you need to:-
you to work out how many days you will earn.

We believe that it’s important for you to achieve 1. A

 sk for a holiday request form at least 4
a healthy work life balance and encourage you weeks before your holiday is due to start
to plan your time off from work well in advance (if you fill in a request form with less than
as you are responsible for the management of 4 weeks notice it will still be considered,
your own holiday. With this in mind, we would but the more notice you give, the more
like you to take half of your annual holiday likely your manager is to agree to it).
entitlement before September and remember, 2. Fill the form in and give it back to your
the earlier you can request your holidays, the manager as soon as you can.
more likely it is to be granted.
3. D
 on’t book anything (i.e. hotel, flights
Your Holiday Year runs from the 1st March to etc) until your holiday dates have been
the end of February and if you don’t take all of approved!
your days off within that year, you will lose them
(there are some exceptions to this i.e. maternity It may be regarded as gross misconduct under
leave and long term sickness. Please see the the company’s disciplinary policy if you fail to
Holiday Policy for further details). gain correct authorisation. This also applies
if you don’t return from your holiday on the
You can usually take up to 1 week’s holiday in
agreed date or if you take time off work when
advance of earning it however your manager
your holiday request has been refused.
will not normally authorise more than 2 weeks

Number of days worked (on average)

6 5 4 3 2 1
every week

Annual Days Holiday 33.5 28 22.5 17 11.5 5.5

Sickness On the first day of any absence, personally contact

your line manager (or the most senior person on
If you are poorly and unable to come into work, duty) as soon as possible to let them know that
or have an ongoing medical condition, we need to you won’t be able to attend work, and ideally
know so we can make arrangements to cover your no later than 2 hours before your shift is due to
shift and support you. start (no texts or emails please). You should only
16
ask someone to call on your behalf if you are too discretion of your manager. More details can be
unwell to call yourself. found in the Sickness Policy which is available to
When you call your manager to let them know you you on the intranet.
are poorly we will need to know what’s wrong with
you and when you think you might be well enough
Company Sick
to return.
Length of Service Pay (in a rolling
12 month period)
If you come to work and then become unwell,
you must speak either to your manager or the 1 complete year 1 weeks full pay
duty manager before leaving work. 2 complete years 2 weeks full pay
Remember to call your manager daily to let them 3 complete years 3 weeks full pay
know your progress. If you’re unwell for longer than
a week, you still need to keep in regular contact 4 complete years 4 weeks full pay
with your manager.
If you are off work for less than 8 days, you’ll be Any Company Sick pay will
asked to self certify your absence on your return to include SSP
work. The self certification form is available from
your manager. If you become unwell prior to your pre-booked
holiday starting, and this prevents you from being
If you are unwell for 8 days or more, you must
able to take your holiday, you will need to follow
provide GP Fit Notes (Doctors Note) to cover
the process outlined in the sickness policy, then you
every day of your absence. Please ensure that your
may re-claim the days holiday you have lost due to
manager receives your GP Fit Notes as soon as
being unwell and re-book them at a different time.
possible so they can pay you correctly and on time.
If you have a Fit Note for 7 days, this will cover your In the unfortunate situation where you fall unwell
absence for 7 calendar days. whilst you are on holiday and you follow the
process outlined in the sickness policy, you may
There may be some situations where we ask for a re-claim the days holiday you have lost due to
GP Fit Note where you have not yet been absent for being unwell and re-book them at a different time.
7 days. In this situation we will reimburse you for
Whilst you are absent you are required to act
any reasonable costs associated with getting this.
sensibly and honestly and to do your utmost to
Any unauthorised absence or any failure to facilitate a speedy return to fitness and to work.
follow the absence reporting process as outlined With this in mind, the Company would not normally
above, may lead to any sick pay being stopped. In expect you to participate in sports, hobbies or
addition to this, your breach of this Policy may be social activities which are in any way inconsistent
investigated in line with the Disciplinary Policy, with your illness or injuries, or which could
resulting potentially in disciplinary action being aggravate your illness or injury or which could
taken against you. delay recovery.
Provided you report/certify your absence in line During prolonged periods of absence a manager
with this Policy, you may be eligible for Statutory may invite you to a welfare meeting. This is to
Sick Pay (SSP) from Whitbread from the 4th day understand your absence fully and how we may be
of your absence, providing your average weekly able to support you.
earnings are equal to (or above) the lower earnings Additionally, there may be occasions when your
limit (i.e. you must pay National Insurance in order manager seeks further supportive advice from the
to qualify for SSP). Days 1-3 are unpaid. Company’s occupational health team and you are
Whether or not you are entitled to SSP, and the expected to cooperate with this.
rate and period you are eligible for it, will all be For further information on our absence
calculated immediately by payroll once your processes, please ask your manager to see a
absence is recorded. copy of the Sickness Policy on the intranet.
If you have at least one years’ service, you may be
entitled to Company sick pay, this will be at the
17
 Time off work (continued)
Maternity leave manager and ask them for a copy of the Adoption
Policy which is available on the intranet.
If you fall pregnant whilst working for Premier
Inn, we want you to enjoy your pregnancy and
understand your rights and entitlements. You
Shared Parental Leave
will need to tell your manager that you are Shared Parental Leave enables eligible mothers,
pregnant as soon as you feel able to do so, and fathers, partners and adopters to choose how
ask them for a copy of the Maternity Policy from to share time off work after their child is born
the intranet. or placed. This could mean that the mother
Legislation around maternity can be quite or adopter shares some of the leave with their
complicated so it’s important that you read the partner, perhaps returning to work for part of
Maternity Policy and discuss any queries with the time and then resuming leave at a later date.
your manager. Please ask your manager for a copy of the policy
In brief, you are entitled to: - from the intranet for more information.

• Time off work to attend antenatal

appointments
Paternity leave
Legislation around paternity can be quite
• Take part in risk assessments so your
complicated so it’s important that you read the
manager understands your health and
Paternity Policy on the intranet and discuss any
capabilities while you’re still working
queries with your manager.
• 52 weeks maternity leave
• Receive either maternity pay from If your partner has a baby while you are working
Whitbread or maternity allowance from for Premier Inn, and you have the relevant
the Job Centre Plus length of service, you are entitled to: -
• If you will have 2 years continuous service
2 weeks of Paternity Leave at the current
with Whitbread by the 15th week before
statutory Paternity pay rate within 56 days of
the expected week of childbirth, you may
the birth which may be paid if you earn above
be eligible to receive company enhanced
the lower earnings limit.
Maternity pay
• Transfer some of your maternity leave to If you will have 2 years continuous service
your partner with Whitbread by the 15th week before the
• Up to 10 paid days back at work during your expected week of childbirth or placement,
Maternity Leave, these are called keeping you may be eligible to receive company
in touch (KIT) days and must be mutually enhanced Paternity pay.
agreed with your manager
• Continue accruing your holiday whilst on Parental leave
Maternity Leave
•Retain all of your benefits whilst on If you have 1 years’ service, and either a child
Maternity Leave under 5 or a disabled child under 18, you have
• Return to work in the same or similar the right to take unpaid time off work to look
position to which you left after your child or make arrangements for
their welfare. There are some other qualifying
hurdles which can be found in more detail in the
Adoption leave Parental Leave Policy on the intranet.
If you decide to legally adopt a child you may This is a way for you to spend more time with
be entitled to adoption leave and pay. The your child and strike a balance between your
entitlements are similar to those for maternity – work and family commitments as you could be
for more information please discuss this with your entitled to take up to 18 weeks’ unpaid parental
18
leave per child or 18 weeks’ in respect of a child Low trading levels or
with disability (max 4 weeks in 1 year).
temporary closures
Please request Parental Leave at least 21 days
before you want it to start, and remember that Occasionally Premier Inn may close a site
your manager can postpone it, if it’s necessary on a temporary basis; this could be due to a
for the business. refurbishment programme, damage to the
premises or for some other reason. Any site
Time off for dependents closures will be for as short a period of time as
possible.
You may occasionally need emergency and
immediate time off work to care for your If this happens to your place of work, you will be
dependents. given as much notice as possible and you may be
required to:
A dependent is potentially a close relative,
someone who lives with you (not a lodger), • Work at a different site
or who relies heavily on you for assistance or • Undertake training at a different site
care and we will usually allow unpaid time off for • Take the time off as holiday
such emergencies.
If the Company is unable to place you elsewhere
If you need to take emergency time off work, and you haven’t accrued enough holiday, in line
please speak to your manager as soon as you with your terms and conditions we may invoke
can to arrange this, fully explaining the situation one of the following options available to us:
and the amount of time you think you will need
to deal with it. Your line manager will decide • Decrease your contracted hours by
whether or not to authorise time off and how up to 10%
much time should be given. In most cases the • Utilise short time working
time off will amount to a day or two. This is • Utilise a period of lay off
unpaid leave.
Short time working means your hours are
reduced if there is a reduction in work available,
Parental Bereavement Leave whilst a period of lay off means you are off work
In the unfortunate event that you lose a child, for at least one working day due to there being
please see our policy regarding parental no work available.
bereavement leave and pay, this can be found on You are entitled to guarantee pay from the
Sharepoint under People Policies. Government during lay off or short-time
working. The maximum you can get is £30 a day
Compassionate leave for 5 days in any 3-month period, so a maximum
of £150. If you earn less than £30 a day you’ll
Occasionally we all need time off to help us deal
get you normal daily rate. You cannot claim
with difficult circumstances outside of work.
guarantee pay for any day that you do some
This might be due to the death or serious illness/
work.
injury of a close relative (i.e. grandparent, parent,
husband, wife, civil partner, brother, sister, child,
grandchild or close friend).
Your manager will decide how much
compassionate leave to allow for your situation
and whether or not to exercise their discretion to
pay you for any part of the time off.
Compassionate Leave can be paid for up to 3
days and is usually unpaid after this.

19
 The way we expect you to work at
Premier Inn
The way we do things at Whitbread
Everyone who works at Whitbread has a part to play in upholding our values and protecting our
brand and reputation. By following these practices and standards we can all support each other,
maintain the trust of our customers and build an even better business together.

20
 Our customers are the heart of everything we do. Please treat all customers with the same level of
1
respect and offer each of them the same high standards of service.

Please respect each other, as we respect everyone’s right to live and work with dignity. We will only
2
work with other organisations that have the same respect for people’s working conditions as we do.

3 Treat everyone fairly and without any discrimination, as we believe in equal opportunities for all.

We give our employees the training and information they need to keep themselves, their
4
colleagues and their customers safe.

We want everyone to feel proud and engaged in what we’re doing. We encourage our employees to
5
give us their honest feedback through the anonymous Your Say survey.

6 We never make agreements with competitors that could stop fair competition.

We make our decisions fairly and objectively in the best interests of our customers and the
7
Company.

We are honest if we are offered any gifts or hospitality and only accept them if they are
8
appropriate. If we’re unsure about accepting any gifts, we say no.

We never give or accept bribes and we make sure that the third parties we work with
9
understand that.

We look after Whitbread’s property as if it were our own, and work together to safeguard the
10
Company’s property to prevent fraud or theft against the Company.

11 We make sure our records are fair, accurate kept confidential and stored carefully.

12 We always act within the law of the countries we work in.

We will always be mindful of the effect of posting and sharing information using social media sites
13 such as blogs, Facebook and Twitter, and in particular how this may effect our colleagues at work,
including our managers (even if posted privately) and the Company’s reputation.

Our employees deserve the best working environment possible and our customers deserve
the best service we can offer. You help us to achieve this and you can help us to keep it that
14
way by speaking out honestly, and anonymously if you witness any harmful behaviour or
misconduct. This can mean:

• Behaviour that breaks the law or company policies

• Malpractice and mismanagement
• Danger to the health and safety of customers, employees or other individuals
• Damage to the environment
• Deliberately concealing information in relation to any of the above
21
 Speaking out
Whilst we are confident that our managers and business leaders act in the right way all of the time,
you may notice something when you’re at work, that you believe is wrong.
Speaking out (or whistleblowing) is the Whitbread process to help you let us know about your
concerns.
If you believe that any of the following acts are taking place in your Site, and you feel like you can’t
discuss it with your manager, please call Hospitality Action on 0808 802 2111.
• Behaviour that breaks the law or Company policies
• Malpractice & Mismanagement
• Danger to the health & safety of any individual
• Damage to the environment
• Deliberately concealing information in relation to any of the above

We do recognise and appreciate that raising your concerns can be difficult; particularly if the
suspected wrongdoer is senior to you, but Whitbread guarantees to investigate every issue
thoroughly.
We guarantee that you will not suffer any victimisation or unfair dismissal as a result of speaking out
in good faith so please raise your concerns.
Certain types of wrongdoing are better dealt with under the Grievance procedure which is available
on the intranet.

If you have a concern about your employment – Grievances

We aim to create a great place to work for our people, and are committed to establishing, and
encouraging friendly working relationships. That said, we are mindful that in any organisation,
employees may from time to time experience problems or have concerns. A grievance is simply a
worry or complaint that you have with your employment which could be a minor issue about shift
patterns or a major complaint i.e. bullying.
You, along with all Premier Inn employees, have a responsibility to develop a constructive working
environment where: -

• Employees are treated with respect

• Problems are dealt with openly, promptly, fairly and frankly

If you have any problems whilst working onsite, regardless of whether it seems insignificant or not,
please let your line manager know so they can assist you in resolving them. For more information,
please read the Grievance Policy on the intranet.

22
Whilst we are confident that our managers and business leaders act in the right way all of the
time, We expect all of our team members to try and deal with any concerns informally in the first
instance. For example, if you have an issue with another team member, try speaking to them politely
about it. If the matter continues to worry you, please let your manager know. If the problem is
related to your work, or Company procedures, this should be discussed with your manager.
Tips about dealing with concerns: -

1. Don’t bottle things up

2. Don’t talk about your problems with other team members who can’t help you
3. Can your line manager help?
4. Listen to other people if they give you feedback

Remember, any concerns you have should be raised in private and not in front of other team
members, customers or visitors.
If you choose to put your concerns in writing, depending on who you raise your grievance against, the
letter should be as detailed as possible and would normally be given to your manager. On receipt of your
letter/email, a grievance hearing may be arranged (although an informal approach may be used).
A formal grievance hearing means that you’ll be asked to attend a meeting with an appropriate
manager, in order for your concerns to be fully understood, and for you to agree what parts of your
grievance will be investigated.
At this meeting you have the following rights: -

1. To be invited to the meeting in writing

2. To be accompanied to the meeting by either a colleague or a Trade Union Representative
3. To have your grievance investigated thoroughly
4. To receive a written outcome of the investigation
5. To be advised in writing whether your grievance is upheld or not
6. To appeal if you are unhappy with this decision.

This is the final stage of the Grievance Process.

Handling grievances formally naturally takes more time than an informal approach, which is why we
encourage you, where possible, to try and resolve matters informally.
An informal grievance will be handled by an appropriate manager and the details of who is
considered appropriate are held within the Grievance Policy.
You cannot raise a grievance on behalf of someone else. If you are aware that someone you work
with has a concern, please encourage them to take positive action themselves.
If we investigate a grievance and believe that it has been raised maliciously, the person doing this
may find themselves subject to disciplinary action.

23
 Whitbread Policy on Harassment and Bullying
Whitbread aims to be a great and inclusive place to work for our people, and we are committed to
zero tolerance to bullying and harassment. This is essential to how we do business, and in line with
our values.
This means that all decisions relating to you, and every employee within Whitbread, will be made
objectively, free from preconceived ideas, and solely upon work measures and personal merit. We
also expect you to develop constructive, mutually respectful working relationships with your team.
We do not discriminate, bully, harass or victimise against anyone, including on the basis of their: -

• Gender • Race
• Ability or disability • Age
• Sexual orientation • Religion or belief
• Pregnancy or maternity leave • Gender reassignment
• Marriage or civil partnership • Spent criminal convictions
• Fixed term or part time working status

We define bullying as: -

• Offensive, intimidating malicious or insulting behaviour

• An abuse or misuse of power intended to undermine, humiliate or injure or degrade
• People can be subjected to bullying verbally i.e. rude comments, jokes, offensive pestering,
threatening conduct (including via any social media - email, texts, Facebook etc) or physically.

We define harassment as unwanted conduct affecting the dignity of a person, and can be
persistent or a one-off isolated incident, for example: -

• Making innuendos
• Teasing/jokes
• Uninvited disparaging or disrespectful comments
• Unwelcome touching of a personal nature

24
Teamwork and having fun with your colleagues is an important part of how we work at Whitbread,
and clearly this means that some enjoyment will naturally come from the joking which exists
between colleagues who become friends. However, you must be careful not to cross the line
between such banter and harassment, as harassment, in any form, has no place in this Company.
Victimisation is unfair treatment towards a person because they: -

• Complained about discrimination or harassment

• Helped some other person who is making such a claim e.g. by providing evidence

Victimisation is entirely offensive behaviour which can have a profound effect upon the working
environment and lead to a reluctance from others to report acts of discrimination or harassment. It
can take many forms i.e. ignoring someone or threatening them, but all are unacceptable.

Right to work in the UK

It is a condition of your employment that you prove you have the right to work in the UK. This means
that when you start working for us you will be asked to supply a copy of an official document such as
a passport, which may again be periodically checked while you work for Premier Inn.
Before you begin your employment you will have been asked to upload a copy of any official
documents proving your right to work in the UK to a secure online platform.

Serving friends and relatives

Friends and relatives must be treated as customers in every respect. They must pay in full for all
items consumed. To avoid any misunderstanding or unnecessary embarrassment, they should be
served by another team member wherever possible. They must not be allowed into the ‘employee
only’ area or allowed to enter the premises outside the opening hours.

Relationships at work
Premier Inn is a fantastic place to work and you will make some great new friends while you’re
working with us. It’s great if you want to encourage your friends to work for us too, but just make
sure that your manager is aware of any close personal relationships (i.e. boyfriend/girlfriend/
relative) you have with anyone that you work with.

25
 Confidential information
Working for Whitbread places you in a position of trust and therefore you must keep information
about Whitbread, its businesses and customers strictly confidential and must not disclose any
information of this nature to any third party without authorisation.
Confidential information refers to all information that comes into your knowledge through
working with us, such as: -

• Anything related to business finances

• Information such as details of employees, guests or suppliers
• All manuals, handbooks and training materials

Please be aware, though, that this is a non-exhaustive list and if you are unsure what information is
regarded as confidential, please speak to your manager for guidance.
If you disclose information of a confidential nature to a third party or to other employees, this will be
investigated in line with the Disciplinary Policy as Premier Inn considers this to be gross misconduct.
At the end of your employment, all business related manuals, files, other documents (including
electronic copies) must be returned to your manager.
Your obligation not to disclose confidential information continues even after the end of your
employment, regardless of the reason for you leaving Whitbread and without a time limit.

Information security
If you use any Company equipment (PCs, etc) to carry out any of your work, please make sure you
are familiar with the Information Security Policies which can be found on the intranet.

Social networking
Premier Inn is a sociable Company and we know that social networking sites provide a fun and useful
tool for communication and are accessed widely by many of our team members.
We are happy for you to post on social websites but, as we provide a service to the public, our
professional image can be tarnished by thoughtless or inappropriate posts on social media sites such
as Facebook, Twitter or YouTube. Please therefore, make sure you act responsibly respectfully, safely
and follow the guidance within our Social Networking and Social Media Policy.
We monitor activity on the internet and every day we pick up online conversations and reviews
where people enjoy sharing stories and discussing our brands. Positive ‘word of mouth’
conversations, whether online or face to face can be fantastic for promoting our brands. In turn,
negative debates or comments can be very damaging.

26
For example, we expect you not to: -

•M ake offensive remarks or post false or inaccurate statements about the Company, our
customers, your colleagues or ex-colleagues, suppliers or contractors
• Publish anything that could embarrass or damage the Company’s professional image
• Create or join any ‘groups’ or ‘forums’ that are or could be negative towards the Company
• Jeopardise the safety of the business or any of its employees
•D isclose non-public, confidential information about Premier Inn i.e. don’t talk about when your
site does their banking or forthcoming campaigns and launches

Remember, you are responsible for anything that’s posted on your social networking sites so use
your common sense – be conscious about mixing work with pleasure. If you wouldn’t behave in a
certain way, or say certain things to your manager, for example – don’t do it online! Social media
platforms mean that your private and working lives are likely to connect. While we absolutely
respect the right to free speech, you must remember your colleagues and supervisors have access
to social media platforms too. Keep this in mind before publishing or posting anything online.
You should also be aware that you could find yourself subject to an investigation, in line with the
Disciplinary Policy if you breach our social networking guidelines.
All official Facebook communication from Premier Inn will come through our Social Media team so
please don’t ever contact customers directly yourself and don’t answer their questions. While we
appreciate that you may do this in order to help, we are aware of incorrect information being given
which is confusing for our customers.

Personal communications whilst at work

We fully understand that you have a social and personal life however, we need to be clear that when
you are at work, you are working.
The professional, fun and attentive service that you give to our customers is critical. Therefore, we
need you to be focused on them. With this in mind, you should not receive personal mail, telephone
calls or visitors at work (except in an emergency) and remember you shouldn’t be texting your
manager if you are absent from work.
Your mobile phone or tablets (i.e. iPad) should not be brought into the site whilst you are working
but kept securely in the team area.
With your manager’s permission (i.e. because you are expecting important news) you may keep your
phone and have it on silent, whilst you are working.

27
 Please bear in mind, before bringing any personal belongings into work, that Premier Inn cannot
accept liability for the loss or damage of your own personal items which you have brought onto our
premises (this also includes your own vehicles parked in a Company car park).

Company property
We all have a responsibility to look after Company property including our back-of-house equipment,
our comfy beds as well as paperwork and other items. Whilst employed by Premier Inn, please make
sure you take reasonable care of the Company’s property and report any loss or damage to property
or faulty property or equipment to your manager as soon as you can.
Additionally, Company property should not be used for any unauthorised purpose and must not be
removed from the premises. You must not allow anyone to remove Company property until their
identification has been provided.
If you have any Company keys, swipe cards, access codes, passwords or other security information,
you must not give them to any other person.

Lost property
We have a responsibility to take care of lost and found property whilst at work. If you find an item,
please give it to the duty manager as it must be kept for a minimum of 3 months (6 months if
valuable) and logged in the property register.

Looking good on the job

Please remember that the image we portray to our customers is paramount, and you must present
yourself in the correct clean and tidy uniform at the start of each working day/shift and wear it at
all times while you are working. More information regarding acceptable appearance can be found
within the Appearance Policy which can be found on the intranet.
As jewellery can harbour bacteria and find its way into food, if you work in the kitchen or restaurant,
keep jewellery to a minimum with only a plain ring and one pair of small sleeper hoop or stud
style earrings allowed. If you are front of house then you may wear an engagement/eternity ring
alongside a wedding band.
We won’t allow you to wear any other visible piercings (unless for cultural reasons) and if any
piercings cannot be removed, they must be covered by a blue plaster.
If you have a tattoo that is considered inappropriate or likely to cause upset to our customers or
other members of our team, you may be requested to cover the tattoo.
You also need to have a good standard of personal hygiene with neat hair, daily washing and the use
of deodorants is recommended when working in a warm environment.
Please make sure that you wash your hands regularly, and always before entering food preparation
areas or after visiting the toilet.

28
Strong smelling perfume or aftershave should not be worn by food handlers or servers as it can
taint food and may be offensive to guests.
Nail polish and false nails of any type should not be worn by food handlers as it may contaminate
food however, if you work in a front of house area then a neutral nail colour is acceptable.
If you do not present yourself for work to an acceptable standard (clean, tidy, hygienic manner, wearing
the correct uniform) you will be sent home and not allowed to start work until you attain an acceptable
standard. In this scenario, you will not be entitled to pay for lost time and you may face disciplinary action.
It will be your responsibility to ensure your uniform is kept clean and in good order during your
employment and it remains the property of the company. When you leave, it must be returned to
your manager. If you don’t return any part of your uniform, the cost of replacing the missing items
may be deducted from your final pay.

Eating and drinking at work

It can get quite warm working in a Premier Inn, and you should drink water on shift to stay hydrated.
If you work in a site which has its own restaurant, or a Whitbread restaurant next to it, we are
also able to offer you a 50% discount on food (if you show your Privilege Card) if you want to buy
something to eat for your break. You must pay for this before you eat/drink it. We also have a ‘Food
at Work’ menu, specifically for team members during, or just before or after your shift, which are
generously discounted.

Other employment
We would like you to be totally committed to working for us. However, we recognise that you may
need to, or wish to have other jobs.
Please ensure that you get the prior agreement of your manager (even if you’re working in another
Whitbread business) who will usually agree as long as your other job doesn’t: -

• Impact on your performance at Premier Inn

• Involve you working for one of our competitors
• Mean you will be working more than an average of 48 hours every week

Alcohol and illegal drugs

Premier Inn provides a safe, healthy and productive working environment for you to work within and
with this in mind under no circumstances should you: -

• Smoke within our buildings

• Have alcoholic drinks prior to starting work or during work
• Ever take illegal drugs prior to starting work or during work

29
 Premier Inn wishes to create an atmosphere in which employees with a drug or alcohol related problem
can acknowledge it and seek help. Premier Inn will provide appropriate support to you, if you are seeking
help through your GP or other appropriate sources. However, if your manager considers that you are
in possession of illegal drugs or any other prohibited substances they may instigate a search of your
belongings. If a search reveals illegal drugs or any other prohibited substances, you will be suspended and
subject to disciplinary action up to and including dismissal. You must not be involved in any transactions
in connection with the handling, sale or purchase of illegal drugs whilst on duty or on Premier Inn
premises. You must report any such transactions or suspected transactions to your manager immediately
or call Hospitality Action (see Speaking Out). For further information you may read the Private Employee
Parties and Alcohol and Drugs Policy. If you breach these rules you may face disciplinary action.

Designated smoking areas and Uniforms

No-smoking signs are displayed at the entrances to our businesses and designated smoking areas are
provided for our customers and our employees. You may only smoke outside in designated areas during
breaks, however you must ensure that your uniform is not visible in accordance with current food safety
requirements. When smoking outside, you should ensure that you extinguish and dispose of cigarette
ends and other litter in the appropriate disposal units which have been provided for you.
Smoking in non designated areas may present a safety risk for you, others around you, and to the
business. Should employees be found smoking in a non designated area, in a visible uniform, they
may be subject to an investigation which could result in disciplinary action being taken against them,
in line with the Company’s Disciplinary Policy.

Holding a personal license

If you are a personal license holder (i.e. you work behind the bar serving alcohol) you must adhere to
the training you have undertaken and take every precaution to ensure that you are not in breach of
the strict licensing laws.
You might receive a licensing infringement order if you are caught breaching licensing legislation i.e.
by selling alcohol to a customer who is not 18 years old or to someone who is already drunk. If this
happens to you, you must immediately inform your line manager.
It is critical that you treat any Infringement Notice very seriously and inform your line manager
immediately as, where appropriate, the Company may decide to defend the matter on your behalf.
However, if you don’t make your manager aware, they will not be able to judge if this is an appropriate
course of action and in addition, the Company may be fined or your place of work closed.
You are responsible for paying any fine, as it is against you and not the Company.

30
Health, safety and security
The health and safety of our people is of the utmost importance and we have a health and safety
policy plus associated procedures relating to health and safety in the workplace. You must make
yourself familiar with the policy, procedures and other notices or instructions that may be given to
you and comply with their requirements at all times.
You also have a legal duty to take reasonable care so as not to endanger yourself or any other
person who may be affected by your work activities.
For advice on any Safety and Security issues call 01582 88 88 29.

CCTV
Some of our Sites operate with Closed Circuit Television cameras (CCTV) to assist Premier Inn in
providing a safe environment for team members, customer and suppliers, and to monitor the security of
our business.
If your site has these cameras, they will have been positioned by experts to ensure the safety and
security of the business and/or the employees and/or customers. We will only monitor areas where we
feel it is necessary and will only use personal data collected through CCTV for the prevention/detection
of criminal activities or matters of gross misconduct. These cameras must not be moved or covered.

Disciplinary process
Investigation - If an allegation is made against you, or if there are areas of concern regarding your
conduct or performance, this will be looked into, usually by your manager or the audit team, or as a
response to a grievance. This is called an investigation.
The investigating manager will need to ask you questions, and it is important that you cooperate, as
you will be given the full opportunity to explain your point of view and any mitigating circumstances.
To establish the whole story, the investigating manager may also look at other information such as CCTV
footage, till reports or customer complaints and may also need to interview some of your colleagues.
You won’t usually be given any notice of an investigation, and during an investigation, you do not have
the right to have someone with you, although requests will be considered. The person conducting any
investigation meetings may have a note-taker with them. Recordings are not permitted.
Once the investigation is completed, the investigating manager will make a decision, based on the evidence
they have gained, as to whether your behaviour or performance warrants disciplinary action or not.
We understand that being investigated can be worrying, however if the investigating officer doesn’t
have your full cooperation, a decision may be made on the basis of the evidence that can be
established without speaking to you.

31
 Suspension from work - suspension at any stage in your employment does not mean we think you are
guilty or to blame and is not an indication that disciplinary action will be taken against you. You may be
suspended for a number of reasons such as:-

• To protect you, the Company or another colleague

• Due to the fact that the allegations against you are potentially gross misconduct - see below
• To provide you or a colleague with a cooling off period if a situation has become heated
• Due to concerns over your right to work in the UK (visa restrictions)
• To provide time for a full and fair investigation to be carried out

If it is decided that you should be suspended, you will be suspended for as short a period of time as
possible, although this will vary depending on the individual circumstances of your situation.
Suspension is always on full pay (unless you are suspended due to work visa restrictions).
If you are suspended, we expect you to comply with any reasonable instructions, which could include
attending meetings, or discussing something over the phone. If you don’t, you will be considered as
absent without authorisation, and your pay will be stopped.
The disciplinary hearing - we will not take disciplinary action against you, until an investigation
has been completed. If, after the investigation it is believed that you should face disciplinary action,
an impartial, appropriate manager will be appointed to chair the disciplinary hearing, consider the
evidence and decide what the outcome will be. This is usually a different manager from the person who
interviewed you during the investigation stage.
You will be invited to a hearing in writing, and should receive this letter at least 48 hours before the
disciplinary hearing is due to take place. This is to give you time to prepare. The invite will:-

• Provide you with a date, time and venue for the hearing
• Explain who will be holding the disciplinary hearing
• Explain what allegations will be discussed during the hearing.
• Contain any paperwork relating to the disciplinary (sometimes this is sent separately)
• Inform you of your right to be accompanied (either by a Trade Union Representative or a colleague.
If you are under 18, or disabled then you may be accompanied by a parent or guardian). Your right to
be accompanied does not normally extend to someone who’s been involved in the investigation

32
You should make every effort to attend a disciplinary hearing, as you then have the opportunity to
fully present your version of events to an impartial manager who will make a decision as to whether
you will receive any disciplinary action. If you fail to attend, this manager may decide to make a
decision on the basis of the information they have, without taking your viewpoint into consideration.
As with investigations, all disciplinary hearings are treated with the utmost confidence and handled
with sensitivity.
Outcomes of disciplinary hearings - you will be provided with a letter, confirming the outcome
of a disciplinary hearing, and your right of appeal (if applicable). If appropriate, the letter will also
advise you of what improvement is required to ensure your performance/behaviour improves to the
required standard.
The disciplining manager may decide that there is “no case to answer” which means they feel no
formal disciplinary action is necessary.
If there is a “case to answer” you may:-
• Receive a Verbal Warning (confirmed in writing) which will be “Live” for 6 month
• Receive a Written Warning which will be “Live” for 12 months
• Receive a Final Written Warning which will be “Live” for 12 months
•F or capability only, following a performance improvement plan, be transferred to another site
or role, either temporarily or permanently.
•F or capability only, following a performance improvement plan, be demoted, either
temporarily or permanently.
• Be Dismissed
In any situation, the disciplining manager may decide to offer where appropriate:-
• Coaching
• Training
• Adjustment to working times/work environment
Misconduct - is a breach of Company rules. Some examples of this are: -
• Poor timekeeping
• Minor paperwork issues
• Poor performance (see Performance Excellence Policy)
• Untidy/incorrect uniform
• Poor personal hygiene
• Being discourteous towards a colleague, guest or supplier
• Minor breach of a Policy
This list is not intended to be exhaustive.

33
 Gross Misconduct - is conduct so severe that even a one-off incident could result in your dismissal
(without notice) from the Company, as it conduct that destroys the employer-employee relationship of
mutual trust and confidence. There may be occasions where a final written warning may be given.

Examples of gross misconduct are: -

Behaviour
• Rude or abusive behaviour, harassment, bullying or discrimination of any nature, against your
colleagues, guests or suppliers (this includes raising malicious and untrue grievances)
• Behaviour likely to seriously damage the relationship between guests and the Company, and/or
bring the Company into disrepute
• Serious breach of the Social Networking Policy
• Physical violence, assault or fighting at work
• Failure or refusal to carry out legitimate, reasonable instructions
• Serious breach of the IS Policy
• Encouragement of others to commit acts of gross misconduct
• Any criminal conviction which could make you unsuitable for continued employment
• Unauthorised absence
• Theft
• Any act which jeopardises, or is likely to jeopardise, any of the Company’s licenses or the Company’s
trading position

Health, safety & security

• Failure to follow procedures for securing the business including guest areas, private accommodation,
Company money, keys or swipe cards
• Serious breach of the Company’s Finance Policies and Procedures
• Serious breach of Company Health & Safety rules (including food safety)
• Smoking in the workplace
• Unauthorised disclosure of confidential Company information/materials
• Serious breach of Company paperwork or financial transaction procedures
• Gross negligence which causes, or has the potential to cause injury
• Unauthorised entry to computer records and personnel files

34
Stock and company property
• Failure to control stocks to the required standard leading to an unacceptable loss
• Theft
• Unauthorised possession/borrowing of property (stock, cash or equipment) belonging to the
Company, your colleagues, guests or suppliers
• Fraud - deliberate deception leading to a personal gain including misuse of the Company’s
property including your Privilege Card, intellectual property or name, or Expenses Policy
• Falsification of Company documentation including, but not limited to, timesheets, temperature
or stock records, banking forms, or allowing someone else to clock in/clock out for you
• Gross negligence which causes unacceptable loss or damage
• Misappropriation of Company funds
• Closing any part of the premises, leading to a loss in trade, without consent from your line
manager

Drugs and alcohol

• Unauthorised consumption, or being under the influence of alcohol or drugs, whilst at work
• Possession of drugs on Company premises, other than those prescribed by a doctor
• Buying or selling drugs whilst at work, or on Company premises
This list is not intended to be exhaustive.
We will not normally re-employ anyone who has previously been dismissed from the Company due
to misconduct or gross misconduct.
We aim to resolve matters as promptly as possible as we feel this is in your best interests therefore,
any issues raised during the disciplinary process, regarding the investigation or any matters linked,
will either be considered during the disciplinary hearing itself, or at an appeal hearing. If you raise a
grievance about an investigation, disciplinary or appeal process, you will be asked to discuss these
matters at the meetings/hearings already scheduled.
If you raise a valid grievance during an investigation/disciplinary, this will be investigated/dealt with
at the same time as the investigation/disciplinary.

35
 Appeals - If disciplinary action is taken against you, you will be advised in writing of this, and informed
who you must write to if you wish to appeal. You must appeal within 7 days of receiving this letter.
You may appeal on any grounds, and it is important that you explain, within your appeal letter, why it is
that you wish to appeal. It could be due to one of many factors such as, you feel:-

• The decision made was too harsh (penalty did not fit the crime)
• You have been treated unfairly by comparison to others
• You feel your version of events wasn’t adequately considered
• You wish to bring forward more evidence that you didn’t feel was relevant or available previously

An independent, appropriate manager will be appointed to hear your appeal, and they will reconsider all
of the evidence, look at any new evidence which has come to light, and potentially re-investigate some of
the points.
The appeals manager will make a new decision as to the outcome of your appeal which may be to:-

• Overturn the decision to give you a disciplinary warning (removing that specific disciplinary action)
(reinstating or reengaging you if you have been dismissed)
• Impose a lesser warning/sanction
• Uphold the decision

Again, you have the right to be accompanied at an appeal hearing.

The rules regarding this are the same as outlined above.

Searches
To maintain security, random searches may be carried out of your bags, property (including vehicles on
Company premises) etc. If you are searched, it does not mean you are under suspicion and you have a
right to be accompanied by a colleague of your choice during the search.
If you refuse to allow a search to take place, your manager will normally treat your conduct as gross
misconduct.

36
Important Policies
Data Protection
I understand and agree that Whitbread Group PLC will hold paper-based and electronic records
about me including my:

• Personal
 details i.e. address, telephone numbers, date of birth and next of kin information etc;
• B  ank details in order to pay me;
• S  ickness or absence details i.e. absence reports and return-to-work forms which will detail the
length of any absences and the reasons why;
• A ppraisals and personal development forms for performance management and monitoring;
• D
 etails as required for the maintenance of employee benefits such as Pensions or incentive
schemes.

I will endeavor to keep this information up to date.

Records will also be kept for equal opportunities monitoring.

The Company will release any of my personal data if they are required to by law i.e. to the Inland
Revenue, and to third party data processors, who will process some or all of my personal data i.e.
benefit providers.

This list is not intended to be exhaustive or exclusive; please refer to the Whitbread UK Privacy
Notice which explains what personal data we will hold about you, how it is collected and what use
we may make of that data during the course of your employment.

Further information regarding Whitbread Data Protection Policy, guidance and training documents
can be found on the Data Protection section of the Intranet and the Sharepoint site.

37
 Health & Safety
You are required to work in accordance • Blood spillages and blood borne diseases:
with any health and safety information, If you have any cuts or abrasions please
instruction and training given to you. ensure that these are always covered with
You are also required to: a blue waterproof plaster. In the event of
•C
 omply with health and safety related discovering a blood spillage, do not attempt
policies and procedures to clean this unless you have been trained to
do so and never attend to someone who is
•E
 xercise personal care and responsibility
bleeding without wearing gloves.
towards themselves and others, and co-
operate in the execution of this Policy • Glass: No glass other than toughened
dessert glass is to be taken into or stored
•D
 iligently undertake any safety related
in the kitchen area. In the event of glass
inspections or tests delegated to them
breakage in a food prep or service area,
•M
 ake appropriate use of equipment provided immediately notify the Duty manager. All
including personal protective equipment surrounding uncovered food and ingredients
•R
 eport any hazards, accidents or near misses must be removed and disposed of. Visible
to their duty or line manager particles to be carefully placed in the broken
glass bin and the area and surrounding
Due to the nature of our business, there areas thoroughly cleaned. The occurrence of
are some key areas that you need to be broken glass contamination is a very serious
specifically aware of: hazard in food and liable to attract potential
• Accident reporting: All accidents should fines and prosecutions under the Food
be reported as soon as possible, therefore Safety Act, therefore stringent controls
if you have an accident at work please and checks are necessary. It is therefore
inform a member of the Management Team important that you are familiar with and
straightaway. comply with our Glass Policy.
• Food and drink allergies: allergens can have If you have any questions about this or any
a significant impact on our team members other safety related issue before, during or after
and guests. It is therefore important that you complete this training, please speak to
you are familiar with and comply with our your Duty or line manager. Full information on
Allergens Policy. When a guest notifies you all of the above is contained in our Fire / H&S /
of an allergy you must immediately report it Food Safety Manuals and online training. You
to a duty manager to deal with the order and will need to complete detailed training on all
service process. Never guess an answer to a our core health and safety related policies and
guest’s question, serving an incorrect meal procedures when you start work.
to an allergy sufferer could be fatal.

38
v

Blood Spillages and Blood Borne Diseases

Safety do’s and don’ts
ALWAYS:

– Ensure cuts or abrasions to your skin are covered by a blue waterproof plaster.

When cleaning up a blood spillage:

– Wear waterproof gloves.
– Use paper towels to mop up excess fluid.
– Wash area with disinfectant.
– Dispose of paper towels and gloves used in a yellow plastic bag (kept in the first aid kit).
– Wash hands with soap and water when finished.
– Take care when cleaning public areas.

If you accidentally puncture your skin on a syringe or needle:

– Immediately wash the area with soap and water.
– Encourage bleeding by squeezing around the area.
– Inform your manager.
– Complete an accident form.
– Seek medical advice as soon as possible, taking the syringe with you.
– Sharp disposal.

NEVER:

Never handle broken glass or crockery on which someone could have cut themselves, without
wearing gloves.

Never attend to someone who is bleeding without wearing gloves.

N.B. Remember the risk of contracting a blood borne disease such as Hepatitis B or HIV whilst at
work or when administering First Aid is extremely low, but following the simple precautions outlined
above will ensure the risk is even lower.

39
 Cash, Key & Mag Card

I confirm that my position carries responsibility for ensuring that the following cash and/or key
security procedures are adhered to:

• No
 keys are to be removed from the workplace without authority from the general/duty
manager.
•K  eys and Mag Cards must always be kept with me personally during a shift and MUST NOT be
‘loaned’ to other persons.
•W  hen not in use, all keys must be secured by the duty manager.
•O  nly Duty managers have the authority to sign contractors and visitors onto the premises and
issue keys where appropriate.
•K  eys to cash boxes, tills and safes must only be held by the duty manager/team member
responsible for them and never given to other individuals. Safes and cash floats must be kept
locked when not in use.
•C  ash floats must be signed for when taken out and again when returned. They must be kept
locked away at all times when not in use. Once cash floats have been signed for the signatory
becomes responsible for them.
•N  o person other than the team member responsible should be allowed access to the float.
• I ndividual cash floats must be balanced by the float holder at the end of each shift.
•C  ash must never be counted in areas accessible to the public and should always be secured in
the event of any interruptions.

40
Civil Recovery and Theft/Fraud Awareness
Civil Recovery Policy – Notice
As a new Whitbread Hotels and Restaurants (WHR) team member, it is important we make you
aware that we operate a policy of “zero tolerance” towards theft and fraud.
All of our team members are valued, and the vast majority are honest, however there is a small
minority who are actively looking to commit fraud for their own financial gains.
This notice is to make you aware that, once caught, these individuals will be reported to the Police
and civil recovery action taken against them. This may lead to Civil Court action to recover stolen
monies plus Whitbread’s costs.
Whitbread has robust, control based procedures in place to detect theft and fraud.
All sites are audited and reviewed (both on-site and remotely) to determine if any theft or fraud
could be occurring. We use data from various business systems and CCTV to detect criminal activity,
and our managers have been trained to be fraud aware.

If you suspect that fraudulent activity is taking place at your site, please either discuss this with a
manager, or alternatively, call the Whitbread “Speaking out” phoneline on 0800 282 714 to discuss
your concerns confidentially.

Food and Drink Allergies

Food allergies are very serious and can be life-threatening so we must be very careful about
the information that we give to our guests.
When seating and first interacting with a guest, team members must ask the guest if they or any
member of their party have any allergies. If an allergy sufferer makes the team member aware of
their food allergy an ‘Allergy Awareness Trained Team Member’ must handle the rest of the order
and service process.

Important Note:
An ‘Allergy Awareness Trained Team Member’ is one who has successfully completed ‘Allergy
& Intolerance Awareness’ and their ‘Food and Drinks Allergies’ training courses. They have also
been verified as being competent to take an order from a guest who has an allergy. If you are
unsure who is an Allergy Awareness Trained Team Member then please speak to the manager
on duty if a guest informs you if they, or anyone in their party, has an allergy.

41
 Merchant Slip and Chip & Pin
• No Merchant Slips or Chip and Pin handheld devices are to be removed from the workplace at
any time for any reason.
• Merchant Slips must always be kept on me personally or in the till drawer during a shift and
MUST NOT be given to any other person except the manager.
• When not in use, the handheld devices must be stored in the Charging Base.
• Only managers have the authority to sign contractors and visitors onto the premises who need
to handle the Chip and Pin devices.
• Keys to cash boxes, tills and safes and other secure areas where the Merchant Slips may be
stored must only be held by the manager or team member responsible for them and never
given to other individuals.
• When a guest is entering their PIN number, I will actively look away by turning my head.
• I will ensure that I retain the correct Merchant Slip and not the slip the guest keeps for their
records.
• I will ensure the handheld Chip and Pin devices are kept charged during shift.
• I will ensure I know how to keep the Chip and Pin device accessible, secure and with power by
asking the manager for appropriate guidance.
• I will report a missing Chip and Pin device immediately to the manager.
• I will report a missing Merchant Slip immediately to the manager.
• Any suspicious behaviour or questions from a guest or a site visitor will immediately be brought
to the attention of the manager.
• In the event that a card is refused, I will ask the guest for an alternative method of payment
and act with empathy and discretion.

42
Glass Policy
The occurrence of broken glass contamination is a very serious hazard in food and liable to attract a
maximum fine of £20,000 in the Magistrate’s court if a prosecution arose under the Food Safety Act
1990. STRINGENT CHECKS AND CONTROLS ARE THEREFORE NECESSARY.

•N
 o glass other than toughened dessert glass to be taken into or stored in the kitchen area.
•A
 ny food supplied in glass must be decanted before taking into open food areas.
•N
 o team drinks to be stored near or around kitchen areas unless in plastic beakers.
•A
 ll toughened dessert glasses to be stored inverted, on lower matted shelves in the kitchen,
away from open food preparation.
•F
 ood products must never be stored below glass storage shelves.
•N
 ever stack dessert glasses, store only one high on each shelf.
•A
 ll toughened dessert glasses to be checked for chips and cracks or breaks (particular attention
to be paid to the base and rim) at the following times:
•A
 fter washing, when placing on to storage shelves.
•W
 hen selecting from the shelf prior to adding dessert components.
•D
 iscard any chipped or cracked dessert glasses immediately in a broken glass bin (wrapped
carefully and clearly identified) away from the kitchen area.
•A
 ll fluorescent lights to be protected from breakage in shatterproof Perspex sheath covers.
•S
 ervery lights must be checked regularly.

Broken Glass Procedure

In the event of a glass breakage in food preparation, production or service area the following
procedure must be adhered to:

•N
 otify the duty manager.
•A
 ll surrounding uncovered food and ingredients must be removed and disposed of.
•A
 ll visible glass particles to be carefully and safely removed to the broken glass bin.
•T
 he area to be thoroughly cleaned to remove all traces of glass, cleaning cloths used in this
process to be disposed of to prevent further potential contamination.
•T
 he area, including work surfaces, equipment and surrounding floor must be thoroughly
inspected for broken glass. It can spread over a wide area.
• All instances of broken glass must be recorded in the Kitchen Record Keeping Book (KRKB) along with
details of action taken.

43
44
Leaving Premier Inn
Transferring to another site Retiring
If you wish to transfer to another Premier Inn We are happy for you to work for as long as you
or Restaurant, please discuss this with your wish, but there may come a time when you want
manager before exploring whether there are to stop working and retire.
opportunities elsewhere. Your manager will In this situation, you simply need to write to
need to approve any transfer, and you may have your manager, telling them that you want to
an interview for the new site. retire, giving notice, and specifying your final
Any approved holidays and disciplinary sanctions working day.
will transfer to your new site with you. If you are a member of the Whitbread pension
To view current opportunities on our Internal scheme, you need to tell Mercer, the pension
Careers site please see link below at: scheme administrator, the date you intend to
https://www.whitbreadcareers.com/internal- start receiving your pension. Ideally you need
careers/ to do this two months before, so that Mercer
Or alternatively, you can scan the can confirm your retirement benefits to you and
QR code below. start your pension on time.
You do not have to retire to start receiving your
pension, If you are aged 55 or over, you also have
the option to continue to work and receive your
pension at the same time
You can contact Mercer at: -
Email:
whitbread.pension.uk@mercer.com
Resigning
Helpline:
We understand that there may come a time 0344 209 6596
when you wish to move on from Premier Inn.
You may decide to bring your employment to an
end at any time by giving your manager 1 weeks’
Redundancy
written notice. At Premier Inn we place great value on our team
However, if you have any work related concerns members and pride ourselves on retaining great
that have led you to consider resigning, you people that we invest in, in the way we train and
are urged to raise these with your manager develop people like you.
or through the Grievance procedures before A redundancy situation may occur when a site is
making any final decisions. closing permanently. In this scenario we will look
If you resign whilst there are live investigation to transfer you to a different Premier Inn so we
or disciplinary proceedings, your manager may can keep you employed.
continue with this internal process during your Premier Inn is a growing organisation so we
notice period. always strive to avoid redundancy situations.
This will mean looking at other ways of resolving
problems. It will mean consulting with you and
with representatives where appropriate, to see if
alternative solutions can be found.

45