CH&CO sets new standard in employee benefits for hospitality workers

CH&CO has announced enhanced family benefits for every employee across the group.

The new family-friendly procedure offers greater support for employees and their families, over and above the current statutory minimum entitlements from maternity leave and paternity leave to adoption leave, shared parental leave and flexible working.

The move is part of a company-wide people and culture transformation. All policies, procedures and employee benefits across the diverse catering and hospitality business are being reviewed and improved to reflect the value placed on employees, increase the appeal of hospitality careers, and to attract and retain the best people in a highly competitive market.

Under the new family-friendly procedure, employees on maternity and adoption leave will be offered ten weeks full pay, followed by the Statutory Maternity Pay (SMP) / Statutory Adoption Pay (SAP), relevant to local entitlements. This new procedure will give CH&CO employees an increase from the standard rates of average weekly earnings. In addition, employees returning from maternity and adoption leave will receive a bonus equivalent to two weeks full pay after one month.

Also included in the procedure is two weeks paid Paternity leave for fathers and partners - an increase from the standard Statutory Paternity Pay, relevant to local entitlements.

As an inclusive employer, CH&CO is championing the Shared Parental Leave option for fathers and partners to take some or the majority of the first year with a new baby, with payment enhanced to eight weeks full pay followed by Shared Parental Pay.

Charlotte Hutchings, Group People Director, CH&CO, said: “The pandemic and Brexit have exacerbated the people shortage in hospitality, with people leaving the industry and country. We all have a responsibility to make careers in hospitality appealing and supportive and we’ve enhanced our employee benefits proposition to show our teams and future employees how valued they are.

“We want to be one of the best companies to work for and to attract and retain talented individuals. We also want our people to know that we genuinely care about them. That’s why we’re putting our money where our mouth is through our people and culture transformation and in particular, the range of benefits we offer that supports and encourages a good work-life balance. It’s important that our benefits reflect our diverse and inclusive culture, and this can be seen in the new family-friendly procedure that exceeds the expected statutory offer to support all our people whatever their family circumstances and needs may be.”

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