What is Confidentiality in Childcare?

Confidentiality refers to keeping sensitive, personal information private and secure. This means not disclosing personal information to people who don’t need to know it, preventing unauthorised access to private information and not using, sharing or disclosing someone’s information without their consent.

In terms of confidentiality in childcare, confidentiality is an agreement between members of staff, health and social care professionals, children and their families. We all have personal information – even children – and we all have a right to privacy. Therefore, you have an important role to play in keeping sensitive information private and only sharing it when absolutely necessary.

In childcare settings, confidential personal information is anything about a child or their family that could be considered ‘sensitive’. Legally, personal information is anything that relates to an identifiable person, isn’t common knowledge, and that would cause the person damage, harm or distress if it was disclosed without consent.

For children and families examples of personal information that you should keep confidential include:

• The child’s name, address and contact details.
• Registration forms or contracts.
• The parents’ or carers’ names and contact information.
• Parental consent forms.
• Information about a child’s health, disabilities or wellbeing.
• Details about a child’s development or educational needs.
• Notes containing child protection or welfare concerns.
• Accident and incident records.
• A child’s medical history.
• Photographs of the child.

Why is Confidentiality Important in Childcare?

Confidentiality is important in childcare because not only do you have a duty of care towards the children you look after, but you are also responsible for legal compliance. We all have a legal right to privacy under Article 8 of the Human Rights Act 1988 which establishes ‘the right to respect for your private and family life’. To help uphold this right, you must keep children’s information confidential and only share it when absolutely necessary.

You also have a legal duty to keep a child’s information confidential under the Data Protection Act 2018. This law requires all settings to:

• Keep personal information safe and secure.
• Protect personal information from misuse.
• Process personal information securely and confidentially.
• Give people control over the use of their personal data (ask for consent).

Alongside legal reasons, confidentiality in childcare is essential because it establishes trust between parents, children and childcare workers. If parents and carers can trust that their child’s information will be kept secure, then they’re more likely to trust you and your setting with important information and less likely to withhold details from you.

How to Maintain Confidentiality in Childcare

To maintain confidentiality in childcare, you must take into account the following:

• Only share personal information with third parties when you have the consent and formal permission from the child’s parents or carers or, where appropriate, the child. Information can only be shared without consent in emergency situations.
• When keeping records about a child, whether digital or on paper, the personal information recorded must be accurate and factual. Avoid vague language, judgmental comments or opinions.
• Ensure parents and carers are informed about which personal information you need about them and their children, what you’ll be using it for and how you’ll keep it safe and confidential.
• Personal information should only be shared on a ‘need to know’ basis, i.e. only with people directly involved in the child’s care.
• When talking to a parent, carer, child or adult involved in the child’s care about sensitive topics, or when requesting personal information verbally, hold the discussion in a private space where you cannot be overheard.
• Parents have a legal right to see what has been written about their child and make an access request to see their files. However, if the child’s files contain confidential information about other people, then these people must be asked for consent before you can share the file.
• Your setting must have robust data protection and GDPR policies and procedures in place for all types of confidential information, whether digital or paper. This includes clear guidance on obtaining, storing, sharing and deleting personal information,
• All members of staff in your childcare setting need to be trained in confidentiality, your setting’s policies and procedures and their responsibilities. Everyone must understand how to handle confidential information and how to keep it secure.

Looking to Learn More?

Everyone working in a childcare setting should understand the importance of confidentiality, data security and how to handle personal information about the children and families they work with. Our online GDPR Training, Data Protection Training, Cyber Security and Information Governance courses will ensure you and your staff members have all the necessary knowledge to act responsibly and legally.

When Can Child Confidentiality be Breached?

The law states that personal information must be kept confidential and, for childcare practitioners, confidentiality in childcare is an essential part of the role. However, there are certain situations when confidentiality can be breached and parental consent is not needed to disclose information.

The Children Act 2004 says that childcare professionals must share information about a child if:

• There are immediate concerns about a child’s physical or mental health.
• The child is being exposed to harm or is at risk of harm.
• Parental needs mean that the child cannot be looked after properly.

Confidentiality should always be set aside if there is an immediate risk of harm to the child, yourself or someone else. This is also the case if the child is at risk of being involved in criminal activity. In these situations, consent to share personal information is not required as the child’s immediate welfare is more important.

Confidentiality Policy in Childcare

A confidentiality policy in childcare is used to clearly outline the procedure for collecting, storing and sharing personal information. It should be communicated to all members of staff, parents and carers, so that everyone understands what their responsibilities are.

Your childcare setting should also have a separate data protection policy and safeguarding policy that reference confidentiality and information sharing.

A confidentiality policy in childcare should cover:

• What types of personal information your setting holds.
• Where you will store personal information and how you will keep it secure, e.g. a locked cabinet, password protection, etc.
• Who the personal information will be shared with.
• How parents can access information about their child held by the setting.
• The procedure for unauthorised breaches of confidentiality.
• An explanation of when personal information will be shared in case of emergency.
• Who has overall responsibility for data protection in the setting.
• How staff members will be trained in confidentiality procedures.

Confidentiality in childcare is essential for upholding legal rights, data protection compliance and child wellbeing. All personal information that’s shared with your setting must be kept private and secure, and this can be done by following a robust confidentiality policy. Everyone must understand their responsibilities and recognise what they should be doing to maintain and respect the confidentiality of the children and families they work with.

Further Resources:

• Information Governance Training
• Whistleblowing in Schools: Policy and Procedure
• Creating a Safeguarding Policy – Example Template for Schools
• Keeping Children Safe in Education: Key Changes

The post Confidentiality in Childcare appeared first on The Hub | High Speed Training.

Why Cleaning Your Air Fryer is Important

Air fryers have soared in popularity over recent years thanks to their small size, efficient use of energy and the speed at which they can cook your favourite foods. You may own a simple model with just a basket and tray, or your air fryer may come with multiple accessories, including chip baskets and rotisserie baskets – all of which need to be cleaned thoroughly.

Proper care, maintenance and cleaning of your air fryer is essential for ensuring your appliance continues to work efficiently and safely. Not only that, cleaning your air fryer is important because it:

• Ensures the food you cook tastes better.
• Improves food hygiene.
• Lowers the chances of harmful bacteria causing food poisoning.
• Prevents the build up of grease, making future cleaning much easier.
• Prevents unpleasant odours from building up.
• Reduces the chances of smoke and potential fire hazards.
• Prolongs the lifespan of your air fryer.
• Keeps your air fryer running efficiently.
• Ensures your air fryer remains safe to use.

How Often to Clean Air Fryer

Cleaning your air fryer regularly is important to ensure it continues to work like new whilst also keeping your food safe from harmful food poisoning bacteria. It’s recommended that you give your air fryer a light clean after every use and a deeper clean every month, or every few uses if you regularly cook greasy foods.

A light clean after each use means removing small crumbs that may burn, wiping in and around the appliance with a damp cloth to remove surface dirt and hand washing the air fryer basket.

For a monthly deep clean, you’ll need to clean all the accessories and inside the appliance more thoroughly to remove burnt-on food, grease and odours. See our guidance on the best way to clean an air fryer below.

Best Way to Clean an Air Fryer

The best way to clean an air fryer is with washing up liquid, a soft cloth, an old toothbrush and some old-fashioned elbow grease. You don’t need fancy cleaning products or sponges to keep your air fryer looking and operating at its best.

To clean an air fryer, follow these simple steps:

1. Unplug your air fryer and allow it to cool down completely.
2. Remove all the parts and accessories, including the tray and any baskets.
3. Clean each item with warm, soapy water and a soft, clean cloth. Use an old toothbrush to get into the corners and each part of the basket to ensure it’s cleaned thoroughly.
4. To remove stubborn dirt or burnt-on food, leave the part to soak for a few minutes before cleaning. Alternatively, make up a paste with bicarbonate of soda and water then gently work this into the area with a toothbrush until the dirt comes loose.
5. Rinse each air fryer accessory in clean water and leave to air dry.

How to Clean an Air Fryer Basket or Drawer

To clean an air fryer basket or drawer:

• Fill the sink with warm water and washing up liquid, then use an old toothbrush to clean all areas of the basket.
• For stubborn dirt, leave the basket to soak in soapy water for 20-30 minutes before scrubbing with a brush or sponge.
• Leave the air fryer basket to air dry and then reassemble, ready for its next use.
• If the basket still has an unpleasant odour after cleaning, sprinkle some bicarbonate of soda into the basket and leave it to absorb the smell for a few hours, then rinse clean.

How to Clean an Air Fryer Tray

To clean an air fryer tray:

• Sweep off any loose crumbs and food from the tray into the bin. Use a paper towel to wipe away any oil.
• Fill the sink with warm water and washing up liquid, then wipe the tray thoroughly using a soft, clean cloth.
• For stubborn dirt or burnt-on food, leave the tray to soak in soapy water for 20-30 minutes before scrubbing lightly with a sponge or old toothbrush.
• Leave the air fryer tray to air dry and then reassemble, ready for its next use.

How to Clean an Air Fryer Heating Element

To clean an air fryer heating element, found on the underside of the appliance:

• Unplug the air fryer and ensure it has completely cooled to avoid burns.
• Because the heating element is part of the air fryer itself and cannot be detached, it must not be submerged in water or you risk breaking the appliance.
• Use a clean, damp cloth or sponge to wipe grease and dirt off the heating element.
• Rinse the cloth in warm soapy water and wipe again, repeating this action until no dirt is left on the heating coil.
• For stubborn grease, use a soft bristled toothbrush and warm, soapy water to carefully scrub the heating element. Avoid getting it too wet so you don’t damage the element.
• Leave the heating element to dry completely before switching the air fryer back on.

How to Clean an Air Fryer Filter

To clean an air fryer filter:

• Remove the filter casing and pull out the air fryer filter.
• Fill the sink with warm, soapy water and then use a soft, clean cloth to wipe the filter clean.
• Leave the filter to air dry and then put back into the air fryer for next use.
• Most air fryer filters need replacing every 6 months or so, depending on how often you use your appliance. Check the manufacturer’s instructions for more advice for your particular model.

Air Fryer Cleaning Hacks

Check out our top air fryer cleaning tips to help you get the most out of your appliance, minimise cleanup after use and make the cleaning process easier:

• Avoid using the dishwasher to clean an air fryer, even if the parts are labelled as dishwasher safe. This is because, over time, dishwashers can strip the non-stick coating on the air fryer components.
• Wipe your air fryer down after every use, as this will help it last for longer and make deep cleans much easier to do.
• Use air fryer basket liners or baking paper when you cook, as this drastically helps to reduce mess and the liner can be thrown away after use.
• For stubborn, baked-on grease, try filling the tray or drawer with water, drop in a dishwasher tablet and leave to soak overnight. Then, simply rinse clean the next day.
• Never use harsh cleaning chemicals or abrasive sponges on your air fryer, as this will damage the non-stick coating or could cause chemical contamination of food.
• Despite being a popular internet trend, never fill your air fryer with water to clean it, as this can damage the appliance. Instead, remove the individual components and hand wash them.
• Always ensure your air fryer is completely dry before using it again, as moisture in the wrong places can cause your air fryer to malfunction.

Knowing how to clean an air fryer is essential knowledge for anyone who owns this small appliance. Regular and thorough cleaning ensures food safety and proper hygiene, and helps to increase the longevity of your air fryer. By following our top tips for how to clean an air fryer, you’ll easily get the most out of your favourite kitchen appliance.

Further Resources:

• Food Hygiene Courses
• Air Fryer Safety for UK Households
• Deep Fat Fryer Safety
• How to Clean a Kitchen

The post How to Clean an Air Fryer appeared first on The Hub | High Speed Training.

What is Employee Onboarding?

Employee onboarding is the process of welcoming and integrating new workers into the workplace, ensuring they have everything they need to be productive, successful and comfortable in their new role.

Employee onboarding ensures new employees are supported and fully understand the work tasks, work environment, expectations, team structure and company culture. It’s also a great opportunity to give that all-important positive first impression of the company, as it can easily influence how the new worker feels about their new workplace.

Onboarding begins as soon as the new hire has received their job offer and continues for weeks or even months after the employee’s first day at work, usually until the point when the employee feels fully adjusted to their new role.

A well-planned employee onboarding procedure has many benefits, for both new employees and businesses, including:

• New employees will settle into their role quickly.
• New workers will reach full productivity at a faster rate.
• Employees are more likely to stay with the company leading to better employee retention.
• Teams are stronger, closer and work together better .

Employee onboarding is particularly important for remote workers or hybrid workers, who are likely to face additional barriers and challenges compared with those who work alongside their colleagues every day. It’s a good idea to create a separate onboarding procedure specifically for remote employees if they are a common feature of your business.

Onboarding Process Steps

Following a series of onboarding steps with each new employee ensures you have a well-thought-out plan that can be used time after time. An intentional employee onboarding process ensures that new hires, whatever their position, have all the necessary information to start work and feel supported and positive about their new role. 

Onboarding process steps can be categorised into four key areas: pre-boarding tasks, first day tasks, first week tasks and first month tasks. Breaking it down into categories ensures you don’t miss anything and don’t overwhelm the new employee by giving them everything all at once.

Pre-boarding Tasks

Pre-boarding tasks are the things you need to do as soon as the new employee receives their job offer and before they officially join the business. Employee pre-boarding steps include:

• Emailing the new employee – before the employee begins work, send them an email with key information, such as their start date and time, the address of the company and who their line manager will be.
• Collecting personal details and legal information – ensure you have all the information you need from the new employee before they begin work, such as their contact details, emergency information, references, proof of right to work, signed contract, etc.
• Sharing company policies and documents – give the new employee copies of important documents such as the job description, dress code, company handbook, benefits, pension information, holiday policy, safeguarding policy, etc.
• Ordering work equipment – ensure you have everything you need for the employee to hit the ground running, such as computer equipment, a desk chair, tools, etc.
• Preparing the employee’s workstation – the new employee wants to feel welcome from the moment they arrive, so make sure you have a desk ready for them and everything is set up ready to go, including computer software, stationery items, etc.
• Creating logins and passwords – for a seamless first day, ensure the new employee’s login details are created in advance so they can access all necessary systems and software immediately. This might also involve allocating keycards or lanyards for access to rooms and buildings.
• Setting up the employee’s email inbox – create the new worker’s email address and inbox ahead of time so they can access it from day one. You can also use it to invite them to any first week meetings and orientations, ensuring they have full visibility of their calendar from the moment they arrive.
• Assigning a buddy – choose someone on the employee’s new team to pair up with your new starter as their mentor. This person will help to support the new worker, answer their questions and help them integrate into the workplace.
• Planning the employee’s first week – it’s a good idea to meticulously plan the new hire’s first week to ensure they have a clear plan for their first days on the job and aren’t left wondering what to do next. This might include meetings and orientation sessions, training courses, meet and greets, etc.

First Day Tasks

The very first day at work can be overwhelming for new hires as they face a barrage of new people, information and learning. By setting out a series of first day tasks like those listed below, you can help to ensure the worker’s first day is streamlined, focused and welcoming. First day tasks include:

• Doing a company walkthrough – when the new employee first arrives, be welcoming, happy and positive. Introduce them to their new colleagues, walk them around the workplace and help them feel acquainted with where everything and everyone is located. This is also sometimes known as a company orientation.
• Introducing the employee to their buddy – the new employee may already know who their buddy is and have communicated with them by email before arriving, but this is their first time meeting in-person.
• Hosting a welcome meeting – schedule a meeting, coffee break or lunch with the new employee and their new team so that they can all meet each other properly. It’s important to make time for the new hire so they feel welcomed and have a positive first impression of the business.
• Notifying the business of the new starter – send an email round to the whole company, or put a message in your team chat, to welcome the new employee and explain who they are and what role they’ll be working in. This ensures everyone is aware of the new employee and can welcome them into the company.
• Giving them a copy of the onboarding checklist – provide your new worker with a copy of your onboarding procedure so they can see the structure of their first day, week and month.
• Sharing the company handbook – if you haven’t shared this by email in advance, give the new employee a copy of the handbook and any related documents, such as benefits and pension information.
• Providing a ‘welcome hamper’ – a welcome pack or hamper can be made up of whatever you think best represents your business and is a great way to showcase your company culture and make the new employee feel valued. Include items such as technology and desk equipment, stationery items, branded clothing and snacks, for example.

First Week Tasks

When the new employee’s first day is out the way, you then want to ensure their first week of onboarding is well thought out so they quickly feel integrated into their new team and new role. First week tasks include:

• Talking about the job role and expectations – hold a meeting with the new employee during the first week to discuss their role, responsibilities and expectations, answer any questions and resolve any initial issues. Make sure the employee understands any targets they’re expected to meet or information about their probation period.
• Setting first-month goals – get your new worker to be proactive about filling their calendar and see what they’d like to focus on during their first month outside of their allocated tasks. This is key to their personal and professional development.
• Sharing important company policies – if you haven’t already, ensure the new employee is given copies of all your company policies and procedures and has signed them where necessary. Depending on your particular business, this might include HR policies, safeguarding policies, health and safety information and data protection guidelines.
• Scheduling training sessions – if your new starter is required to carry out training, whether it’s in health and safety compliance, data security or something more role-specific, make sure they have access to the relevant training courses and are given enough time and support to complete them.
• Planning an end-of-week activity – team-building is important in all situations but especially when you have a new worker who needs to integrate into the team. Schedule a lunch, coffee or walk for the end of the week with the new employee and their team to celebrate their first week at the company.
• Checking in at the end of the week – schedule a meeting for the last day of the week to talk to the new employee about their first impressions and experiences. Ask how they’re feeling, answer any questions, ask for feedback and discover whether they need any further support for the weeks ahead.

First Month Tasks

Employee onboarding doesn’t end after the first week and should continue until the new employee feels fully settled in their new team and role. This might mean your employee onboarding process lasts for a month, several months or until their probation period ends. Examples of first month tasks include:

• Keeping in touch – schedule a 1-2-1 meeting with the new employee, send them regular emails or direct messages, say hello in the corridor and do your best to remain visible and available.
• Setting up client meet and greets – if your new employee will be working with clients, customers or stakeholders in their role, the first month is a great time for them to meet the key players, whether in-person or over a video call. Meeting important people will help to establish good working relationships and ensure the ‘new person’ doesn’t feel so much like the ‘new person.’
• Scheduling a performance review meeting – put a performance review meeting in for the end of the month to talk through the new employee’s performance so far, remembering to ask for their opinion on what they’ve learnt and what they want to focus on going forward. Talk about what’s working well, what needs to change and what further support they need.
• Setting new goals – ask your new employee to set new goals for the months ahead, based on what they’ve learnt about their role so far. Encourage them to be ambitious and motivated and to look at personal goals as well as professional ones by using a PDP.
• Asking for feedback on the onboarding process – all procedures have room for improvement so it’s important to ask each of your new starters for their thoughts on their onboarding experience. You could obtain feedback anonymously or ask employees directly, but be sure to take their comments on board and make adjustments where needed.

Want to Learn More?

An important part of the employee onboarding process is ensuring new workers are fully trained. Our wide range of Online Training Courses has a course for everyone, from Data Protection and Sexual Harassment Training to Mental Health Awareness and Basic Health and Safety Training, ensuring your new starters have the knowledge and skills they need to perform their roles effectively and safely.

Employee Onboarding Checklist Template

An employee onboarding checklist provides you and your new employees with a structured schedule for their first days and weeks in your company. The checklist includes all of the important tasks that need to be completed in order to fully welcome, support and integrate new workers into the business.

Your company may prefer to have individual onboarding checklists for specific roles and departments, or you may choose to use a single employee onboarding checklist for everyone that can be adapted depending on the role.

Use the link below to download a free employee onboarding checklist template that you can use as a guide for your own onboarding process and edit to suit your own company’s needs.

Further Resources:

• Online Training Courses
• 10 Employee Engagement Strategies for 2025
• How to Write SMART Goals for Employees

The post Employee Onboarding Checklist: Free Template appeared first on The Hub | High Speed Training.

Whether you are just starting out with a career in construction or are looking for a new role in the sector that utilises your years of experience, it is important to prepare for interviews so that you can make the best impression possible. In this article we will explore common interview questions for construction workers and guidance on how to answer them. We will also provide suggestions on what questions you should consider asking the interviewer and the best attire for the interview. 

Construction Interview Questions

The area of construction which you choose to pursue will greatly influence the questions that you are asked. Certain areas of construction work require specialist knowledge or qualifications, so you should expect to be asked technical questions relating to these specialisms in detail. Nevertheless, there are common interview questions which you are likely to be asked irrespective of which area of construction you are applying for. 

Below you will find 10 questions that you may be asked during an interview for a position in construction and points to consider in your answer. The ‘answers’ to these questions highlight key points you should try to mention as well as some insight into why you may be asked them. However, it is important to remember that they are a general guide and shouldn’t be memorised and repeated verbatim. Use them in conjunction with your experience and own research of the role and company to help you prepare and feel confident before the interview. 

Want to get ahead?

Our range of Health and Safety Courses provide you with expert training that can help you to stay safe whilst working and help you to stand out from the crowd in an interview.

Questions to Ask a Construction Company in an Interview

It might not always feel like it but interviews are a two-way street and as much an opportunity for you to learn about the company, as it is for them to learn about you. Asking questions at the end of an interview provides you with deeper insight into the company and the people you may end up working with, as well as showing an enthusiastic interest in the position. It’s a good idea to have some questions prepared ahead of time, ready for the end of the interview. If you find that the answers to those questions came up organically at some point during the interview, don’t be afraid to mention the questions you had planned and how they’ve already been answered. 

It’s a good idea to have a mix of company specific, role specific and wrap up questions, but don’t bombard the interviewer. If you prepare a list of 10 questions, it might be that time only allows for 4 or that by the end of the interview only 2 feel pertinent. Conversely, the interviewer may mention something that sparks a question you hadn’t thought of before. Make a quick note of it and be sure to bring it up when given the chance. For example, ‘You mentioned earlier that your business is committed to promoting diversity. What methods do you use to facilitate this?’

Below you will find some useful questions to ask a prospective employer at the end of an interview. 

• Is there anything from my CV or that I have said that you would like me to clarify in further detail?

• What continuing professional development opportunities are available at this company?

• If I were successful in attaining the role, where would you see me in six months?

• The construction industry is expected to see an economic boost this year after a decline in 2024. How will this impact your business and the responsibilities of this role? 

• What challenges are the company currently facing and how are you seeking to overcome them?

Construction Job Interview Attire

The general rule of thumb when deciding what to wear to an interview is smart, business attire. However, you don’t find those working on a construction site laying bricks or operating cranes in a three piece suit. Your attire at an interview is important as it shows your professionalism and helps to cement a good first impression. Nevertheless, it should be reflective of the role and industry that you are interviewing for. 

As such, the best construction job interview attire is smart/business casual. Avoid wearing jeans and instead opt for dark trousers or a skirt, with a plain long-sleeved shirt. Depending on the role that you are applying for you may decide to wear a tie, however, if your position is likely to be more site based then you don’t need to wear one.  Keep your footwear simple and closed toe, avoiding trainers or excessively high heels. 

If you are unsure or have been invited to a more informal interview, remember you can always ask. You may worry that this could come across negatively to a prospective employer but it is better to be safe than sorry and asking shows your eagerness to meet their expectations whilst avoiding ambiguity, both of which are valuable traits for a prospective employee to have. 

Thorough interview preparation is vital to making a good and lasting first impression. Interviews can be daunting and nerves are to be expected. However, preparation in advance, thorough research of the company and a robust knowledge of the industry can help you to feel more relaxed and confident in yourself and what you have to offer. 

Further Resources:

• What are Safe Systems of Work?
• How to Use the STAR Method
• Online Health and Safety Courses

The post Interview Questions for Construction Workers appeared first on The Hub | High Speed Training.

Section 57 of the act, which will come into force on 31st March 2025, seeks to support the government’s aim to eliminate all avoidable food waste ending up in landfills by 2030. Under the act, it is mandatory for all non-domestic properties that produce any food waste to arrange separate collection by licensed waste carriers. The act applies to all businesses and public and third-sector organisations such as, but not limited to; restaurants, pubs, hospitals, prisons, care homes and schools etc. Businesses with fewer than 10 full-time employees, also known as micro-businesses, will not have to comply with the new legislation till 31st March 2027. 

In this article we will explain what waste separation is and what the new regulations are under the Environment Act 2021. This article will help you to understand your responsibilities and provide you with a range of free downloadable posters to act as a reminder of the new legislation and encourage the proper separation of waste. 

What is Waste Separation?

Waste separation refers to the sorting and separating of waste into different elements in order to facilitate recycling and appropriate disposal. There is no legal or universally accepted definition of ‘food waste,’ however the Separation of Waste (England) Regulations 2024 defines food waste as ‘biodegradable material resulting from the processing or preparation of food and drink including inedible food parts such as bones, eggshells, fruit and vegetable skins, tea bags and coffee grounds.’ 

Whilst the new legislation makes waste separation mandatory for non-domestic properties, it is something that most people have been doing in their households for years. In 2003 the government introduced the Household Waste Recycling Act which meant that every local authority had to provide households with separate recycling collection. The introduction of recycling wheelie bins saw waste separation become the norm for most households. The new act brings this same level of responsibility to businesses, seeking to reduce the environmental impact of the waste that they generate, whilst highlighting the importance of corporate social responsibility. 

Food Waste Legislation

From 31st March 2025 (or 31st March 2027 for micro-businesses) all businesses and non-domestic premises will have to comply with new food waste separation legislation. Under the Environment Act 2021 businesses that produce food waste must:

• Separate all food waste from other waste streams.
• Store food waste in separate bins from other waste. 
• Arrange for the collection of food waste by licensed waste carriers. 

Note: Whilst under Welsh waste laws, only businesses and non-domestic premises that produce more than 5kg of food waste per week must separate their waste, as yet DEFRA have set no such minimum for England and have stated ‘there is no minimum food waste weight before the new regulations apply.’ 

The Environment Act 2021

The Environment Act 2021 will support the government’s aim to eliminate all avoidable waste being sent to landfills by 2030. The act includes a number of policies that seek to improve air and water quality, biodiversity, resource efficiency and reduce waste. When first published, Environment Secretary at the time, George Eustice, stated that the act ‘will deliver the most ambitious environmental programme of any country on earth […] setting an example for the rest of the world to follow.’  

The Environment Act 2021 has two main functions; to provide a legal framework for environmental governance in the UK and to introduce measures for the improvement of the environment. It also reflects a growing expectation that businesses operate more sustainably with better accountability and transparency. As such, the general public and other parties will be able to report workplaces that do not follow the new legislation.

The act will impact many different types of businesses, however it is particularly relevant to the hospitality and food service sector. Guardians of Grub, WRAP’s food waste reduction campaign that focuses on the hospitality sector, states that 1.1 million tonnes of food is thrown away every year across the sector. As such, improving recycling in the hospitality industry is vital. By introducing mandatory food waste separation, the act seeks to reduce the negative impact of the tonnes of food waste generated by industries such as the hospitality sector. 

Separating food waste and stopping biodegradable waste from being sent to landfills, enables it to be repurposed and reused. The government’s preference is for food waste to be collected for treatment by anaerobic digestion as this generates bio-fuel and digestate which can be spread to land, ensuring nutrients are recycled.

Under the act, businesses must have separate bins for the collection and storage of:

• Dry recyclable waste (glass, metal, plastic, paper and cardboard)
• Food waste
• General waste

How to Prepare for the Food Waste Separation Legislation

All businesses will eventually have to comply with the new legislation. As such, irrespective of whether it will impact your business in March 2025 or March 2027, it is important to prepare your business and staff for the new legislation. 

Following the steps below will help you to prepare your business for the introduction of food waste separation legislation.

1. Undertake a waste audit. 

A waste audit is a review of the different types of waste that your business produces. It will help you to understand the type of waste that you generate, enabling you to see where, if possible, reductions in waste can be made. The information that you gather during a waste audit will help you to better plan waste handling, storage and disposal. The government has provided guidance on how to conduct a waste audit in a hospitality business and guidance for conducting an audit in other sectors can be found elsewhere on their website. 

2. Find a waste collector. 

Now that you have an understanding of the type and quantity of waste that your business produces, you need to find a suitable waste collection service. The waste collector can be a private company or your local authority may provide the necessary services. Whilst cost is a notable factor when selecting a waste carrier, compliance should be a top priority and it is important to remember that if the company you use to dispose of your waste does so illegally, such as fly-tipping, you could be held responsible. You can visit the Public Register of Waste Carriers, Brokers and Dealers to check if your prospective waste collector is registered. Working with an accredited and compliant waste collection service that is aware of and complies with the new legislation, will ensure you avoid fines, enforcement actions and potential prosecution. 

3. Set up appropriate recycling bins. 

You may already have different recycling bins in place, however the information gleaned from your audit will help you to assess whether they are still suitable for your business under the new legislation. Do you have enough bins for food waste separation or do you need to invest in new ones? Are your bins different colours to make it clear what type of waste should go in each bin? If not, is there clear signage to avoid cross contamination? It is also important to consider the size and location of your bins. If you are a larger business you may need a commercial 1100L wheelie bin or a smaller 240L bin, the same size as those outside your house, may be just fine. If you don’t already have the appropriate recycling bins set up then it is vital that you do so before the new legislation comes into force to avoid delays and potential fines. 

4. Improve signage around your business.

Clear signage will enable your staff and anyone else who may be at your premises, to dispose of waste correctly. Imagery showing what waste needs to go in what bin, empowers people to confidently and correctly dispose of their waste. Posters are a good visual reminder of the correct process for waste disposal and help to reduce any ambiguity that people may have. Take the time to improve signage before the legislation comes into force so that people have time to get into the habit of disposing waste correctly. You can find a free downloadable poster that you can use in your own business below. 

5. Monitor and review your waste management and collection.

The government has introduced mandatory digital waste tracking that will come into force from April 2025. Mandatory tracking seeks to help businesses move towards a circular economy by providing a comprehensive way of tracking the amount and type of waste being produced and where it ends up. Continuous monitoring and reviewing of your current waste management and collection practices is good preparation for mandatory tracking and allows you to check that your practices remain compliant. It also enables you to establish the best approach for reporting, sharing and evaluating your practices before the enforcement of the new legislation. Remember, from April 2025 the general public and other parties will be able to report workplaces that do not comply with the new legislation. As such, monitoring and reviewing your waste management practices is vital to ensure you remain compliant and have the opportunity to correct any non-compliant practices before any reporting. 

Free Waste Separation Posters

Our free downloadable poster is a simple and clear way to help you and your employees separate food waste effectively. Place the poster on or above the necessary bin, in a clearly visible spot so that people can easily see what waste needs to go where. 

• Food and drink cans recycling
• Food waste
• General waste
• Mixed recycling
• Paper and cardboard recycling
• Plastic tubs, bottles, pots, tubs and trays

As mentioned above, food waste is not the only waste that will need to be separated. Below you will also find posters to guide the separation of different types of waste. Download and print the posters that are relevant to your business and use them as clear visual tools to guide your staff. 

Food waste has an incredibly detrimental impact on the planet and whilst individual steps can be taken to reduce household food waste, the introduction of this new legislation reiterates the responsibility of businesses to reduce their negative impact on the environment. Whilst the new regulations have increased businesses responsibilities, its aim is to increase recycling rates and reduce the amount of waste sent for disposal which will, in the long run, help to reduce business costs, save energy, conserve natural resources and protect the environment. 

Further Resources:

• How to Reduce Food Waste in Your Restaurant
• Recycling in the Hospitality Industry: How & Why Should We Do it?
• Environmental Awareness Training

The post What You Need to Know About Food Waste Separation appeared first on The Hub | High Speed Training.

In this article we will cover what to consider when changing careers, highlight the transferable skills gained from a career in construction and explore alternative careers for construction workers using those skills. 

Changing Career After Working in Construction

Construction can be a rewarding and fulfilling career due to its variety and the opportunity to directly see the impact of your work whilst learning new and diverse skills. However, construction is a physically demanding and strenuous job that can potentially cause long-lasting damage to the body over time. The Health and Safety Executive (HSE) notes that whilst there have been significant improvements in conditions over recent years, construction remains a high-risk industry for health issues. In fact, their Construction Statistics in Great Britain 2024 report highlights that 52% of all ill health reported in the sector was caused by work-related musculoskeletal disorders.

Moreover, whilst construction is known for being one of the highest-paying incomes in the country, like many industries, it is subject to the whim of the economy. Economic downturn can result in increased labour and supply costs which negatively impacts income. In 2021 the Office for National Statistics (ONS) found that the average hourly labour income for those in the construction industry was persistently lower than the rest of the economy. Whilst this can be seen as a reflection of lower productivity post-covid, it highlights the potential lack of financial security within the sector, which can make securing a consistent, well-paying income difficult for many. 

Recognising that you want to change careers marks the beginning of a new and exciting journey, nevertheless, this does not negate the uncertainty that surrounds the change. Switching careers is much more than simply applying for a new role in a new industry and there are various things that you should consider before committing to the switch. Common concerns around changing careers include inadequate qualifications or training, difficulties adjusting to a new working environment and worries about changes in income. These are valid concerns and it is important to take the time to consider how you will adapt to and overcome these challenges. If after careful consideration you decide that a career change is still the best course of action for you, then it is time to explore your options. 

Changing careers can involve the same role within a new industry, a new role within the same industry or a new role within a different industry. Irrespective of which transitional path you choose to follow, each route provides the opportunity to use the skills and knowledge gained in your current profession and apply them to new tasks and responsibilities. The benefits of changing careers include personal and professional development, an improved work-life balance, exposure to new challenges and the opportunity to learn new skills. As such, it is important to have a strong idea of why you wish to change your career so that you can seek out that change in a new position. 

For example, as a construction worker you may find that the physical toll of the job has become too much, causing you to seek out a less physically demanding job such as office work. This is not necessarily at odds with a career in construction and you may find that switching to a managerial role that is office based and in the same industry, such as project management, provides you with the change that you were looking for without having to change sectors. Comparatively, it may be that you ‘fell into’ the construction industry and though something you have enjoyed, you now wish to work in an entirely different field with no relation to construction whatsoever. 

Knowing your ‘why’ gives you a better sense of direction and can guide your search for the next best role for you. It will also help you to decide if a different career is even necessary as identifying your current dissatisfactions may highlight that you are looking for changes within your current role rather than a new role entirely. This may then lead to discussions with your manager that brings about the change that you were looking for. 

Want to Learn More?

Support your career development goals with our Personal Development courses. From Leadership and Management training to Confidence Building, our wide range of courses provide you with the skills to support you in your new career. 

Transferable Skills in Construction

Transferable skills are skills gained from one job or industry that can be applied to a range of different jobs or industries. Due to the varied nature of working in construction, there are a number of valuable transferable skills that you are likely to have gained. 

Transferable skills that many construction workers possess include:

• Good time management 
• Leadership
• Research and analysis
• Problem solving
• Teamwork
• Organisational skills
• Strong communication
• Attention to detail
• Customer service
• Critical thinking

A career in construction is likely to have taught you a range of soft skills and hard skills. Hard skills are useful should you decide to stay within the sector but in a different role, whilst soft skills might be more easily transferable. Don’t underestimate the value of the skills that you have gained, hard or soft, as they can make you a valuable asset in many different roles and industries. As such, when applying for new positions be sure to highlight your transferable skills in your CV or cover letter. Not only does this show you’ve done thorough research on the new role, it can help to pacify concerns a prospective employer may have about your suitability. For example, if you chose to pursue a career in marketing after a career in construction, highlighting your strong communication skills and time management skills would be advantageous. 

The list above is not exhaustive and you may have gained many other transferable skills. Once you have an idea of what role you would like to pursue next, you can look into whether your current skillset is suitable for the role. You may be surprised by the transferability of some of your skills. However, if you do spot a gap between your skillset and those needed for a new role, you are now in the perfect position to bridge that gap with further study or training. 

Alternative Jobs for Construction Workers

As mentioned above, it is important to know your ‘why.’ Being able to recognise why you want to switch careers or what you hope to gain from the change, will put you in the right direction to find opportunities that align with your goals. Choosing the right career can feel like a momentous decision and so it is important to take the time to consider it carefully. 

The average UK worker spends 252 days a year at work. This equates to approximately 69% of their year spent working. Whilst it’s not necessarily surprising to hear that we spend the majority of our time at work, it does reiterate the importance of choosing a career that, whilst supporting you financially, is also fulfilling, rewarding and a positive impact on your wellbeing.

Below you will find examples of potential alternative careers for construction workers. This list is by no means all-encompassing, however it highlights the variety of career options available to those with a background in construction. 

There are many different career paths available to those with a background in construction. Go Construct provides a range of resources for those looking for a career in construction and have extensive information on viable careers relating to construction. Regardless of whether you wish to stay within the construction industry or want to try something new, this is a good place to start for inspiration on your next career move. 

The thought of changing careers can be intimidating and it can be tempting to stay where you are in favour of the ‘devil you know.’ However, a background in construction provides you with strong transferable skills that can help you to thrive in a wide range of industries. Taking the time to consider why you want to change careers and what new adventures you hope to experience will help the process feel less monumental and a new, fulfilling career more attainable. 

Further Resources:

• How to Switch Careers
• Careers in Construction Industry: Opportunities and Roles
• A Personal Development Plan (PDP) Guide & Template
• How to Upskill Yourself

The post Alternative Careers for Construction Workers appeared first on The Hub | High Speed Training.

• What is Unconscious Bias in Recruitment?
• Am I Being Bullied at Work? 12 Signs of Bullying in the Workplace
• Unconscious Bias Online Training

The post Unconscious Bias Quiz appeared first on The Hub | High Speed Training.

What is a Site Manager?

A site manager, sometimes referred to as a Construction Manager or Project Manager, is the person responsible for supervising construction projects from start to finish. The site manager oversees construction sites to ensure projects are completed in accordance with regulations, within budget and in the time frame agreed.

Site managers can be employed by a variety of companies, such as house builders, property developers, construction companies and infrastructure firms, and they may be hired as a contractor or be directly employed by the company.

An experienced site manager can earn up to £50,000 per year and is expected to work wherever the construction site is located, so may face a long commute or have to relocate for an extended period of time.

What Does a Site Manager Do?

Site managers have a high level of responsibility and are often in charge of construction projects from before they begin until after they are finished. They may have responsibility for the entire project or just part of a project, depending on their seniority and areas of expertise.

The site manager carries out a variety of roles and no two days will be the same. Tasks are related to areas such as; legal compliance, administration, providing safety advice, managing the budget, communicating with workers and contractors, ordering resources and ultimately, ensuring the job gets done on time.

Site Manager Responsibilities

Key responsibilities of a site manager include:

• Project management and overseeing a project from start to finish.
• Ensuring the project meets the client’s requirements and specifications.
• Reviewing progress of the project and getting it back on track if necessary.
• Monitoring costs throughout the project.
• Coordinating, supervising and communicating with construction workers.
• Hiring and coordinating subcontractors.
• Liaising with clients, contractors and others about the project.
• Preparing site reports and managing paperwork.
• Securing contracts, licences and permits.
• Identifying and buying the right resources, tools and materials for the project.
• Carrying out site safety inspections.
• Ensuring health and safety compliance.
• Maintaining quality control checks.
• Continually assessing and minimising risks with a risk assessment.
• Problem-solving and handling any project issues that arise.

Looking to Learn More?

An effective site manager needs to understand all aspects of construction health and safety and recognise how to ensure their project complies with safety regulations. Our online Health and Safety for Managers course provides you with a thorough understanding of all the key health and safety topics that site managers need to know.

What Qualifications Do You Need to Be a Site Manager?

There are various routes into becoming a site manager, so choose the one that’s best suited to you and your preferred way of learning. If you already work in the construction industry then you already have the basic knowledge needed to become a site manager and may choose to enter the profession via an apprenticeship or college course. Alternatively, if you’re new to the industry, you may prefer to take a university course or find some hands-on work experience.

Alongside a site manager qualification, you’ll also need a valid Construction Skills Certification Scheme (CSCS) card to work on a construction site and membership with the Chartered Institute of Building would be beneficial. Bear in mind the time and costs associated with obtaining these extra certificates if you plan to enter this line of work.

The qualifications you need to be a site manager include:

Site Manager College Courses

A college course in site management enables you to learn everything you need to know to become a site manager, including essential knowledge on health and safety legislation, how to implement industry best practice, environmental considerations, planning skills and resourcing.

Examples of relevant courses are a Level 6 NVQ in Construction Site Management, a HMC in Construction or a HND in Construction Management. To take a college course in site management, you’ll need at least two GCSEs at grades 9 to 3 (A* to D), or equivalent.

Site Manager Apprenticeships

An apprenticeship within an established construction firm is a great way to enter the industry and gain valuable, practical experience alongside your college lessons. You may also end up being employed by the construction firm as a Junior Site Manager at the end of your apprenticeship.

Examples of relevant apprenticeships are an apprenticeship in Construction Site Management or a higher apprenticeship in Construction Site Management. Each one takes 2-4 years to complete and you’ll need at least two GCSEs for a standard apprenticeship, including English and maths, or 4-5 GCSEs for a higher level apprenticeship.

Site Manager University Courses

An undergraduate, postgraduate or foundation degree in a construction related subject can help you to enter the site manager profession at a more senior level. Relevant university subjects include civil engineering, building studies, construction management, project management and surveying. Depending on the employer, you may need to achieve a particular grade to become a site manager for their company.

Site Manager Work Experience

Carrying out some work experience alongside an existing site manager in the construction industry is a great way to gain insider knowledge and experience of the role. Work experience is usually voluntary and unpaid and may require you to work during holidays but it can be highly attractive to potential employers if you have some work experience on your CV.

Site Manager Health and Safety Training

To be a successful site manager, you must prioritise health and safety at all times and recognise the importance of following rules and regulations whilst construction projects are being carried out. Not only does the project itself need to be legally compliant, but so too do any on-site workers and contractors.

High Speed Training has a wide range of health and safety awareness courses that are ideal for site managers and the employees they oversee. All the courses can be completed online and come with a certificate to put on your CV at the end. Some of the awareness level courses on offer include:

• Health and Safety Training for Managers
• Risk Assessment Training
• CDM Regulations
• Permit to Work Training
• Health and Safety Training for Employees
• Asbestos Awareness
• Working at Height 
• Manual Handling Awareness
• Working in Confined Spaces
• LOLER Training

You can access our full catalogue of online health and safety training courses here.

Site Manager Skills

As well as being able to carry out the practical, day-to-day tasks associated with site management (your hard skills), a competent site manager also needs to possess a range of soft skills to be successful in their role.

Examples of essential site manager skills are:

• Knowledge of the construction industry as a whole.
• An understanding of building regulations, such as the Building Safety Act.
• Knowledge and application of health and safety procedures.
• Problem-solving skills.
• Logical thinking.
• Ability to make decisions.
• Excellent verbal communication skills.
• Motivation skills.
• Teamwork.
• Leadership skills.
• Negotiation skills.
• Time management skills.
• Project management skills.
• Ability to understand technical drawings and diagrams.
• Understanding of quality control.

All construction sites require a competent site manager who can ensure construction projects run efficiently, to budget and on-time, starting from before the projects begin until after the jobs have been completed. Possessing the right skills and qualifications to be a site manager will ensure you’re successful in the role and can go on to be a highly-regarded site manager in the construction industry.

Further Resources:

• Online Health and Safety Courses
• How to Become a Project Manager
• Careers in Construction Industry: Opportunities and Roles
• How to Become a Construction Worker

The post How to Become a Site Manager appeared first on The Hub | High Speed Training.

What is a Chef de Partie?

A chef de partie (also known as a station chef or line cook) is a senior member of the kitchen team responsible for overseeing food preparation in a particular area, known as a station. They are experienced chefs in a middle-management role who have a wide range of responsibilities, including preparing and cooking food, supervising their specific section of the kitchen and managing junior staff members, such as commis chefs.

The station that a chef de partie is responsible for depends on their particular knowledge, experience and skills. For example:

• A fish chef (poissonnier) handles fish and seafood.
• A butcher chef (boucher) is responsible for meat and poultry.
• A sauce chef (saucier) prepares sauces and gravies.
• A vegetable chef (entremetier) is responsible for vegetables, soups and egg dishes.
• A pastry chef (patissier) handles pastries, desserts and baked goods.

Chefs de partie rank third in command below head chef and sous chef, following the traditional French Brigade de Cuisine hierarchy used in most professional kitchens.

They may work in hotels, restaurants, fine dining, gastropubs, members’ clubs or cruise ships, to name a few. Most chef de partie positions involve working fairly long shifts, structured around lunch and dinner service times, including weekends and holidays.

Chef de Partie Responsibilities

Chef de partie responsibilities are varied and numerous, and it can be quite a demanding role to undertake. Examples of chef de partie responsibilities include:

• Overseeing their specific kitchen station.
• Checking inventory.
• Ensuring ingredients are ready for service.
• Preparing ingredients.
• Cooking and serving high-quality dishes.
• Checking the expiry dates of ingredients in storage.
• Stock rotation.
• Quality control of finished dishes to ensure they meet expected standards.
• Menu development.
• Ensuring health and safety standards are adhered to.
• Monitoring and enforcing food hygiene and safety.
• Ensuring equipment and utensils are used correctly and hygienically.
• Following orders from more senior chefs.
• Working as a team with the sous chef.
• Mentoring, motivating and training junior chefs.

Not sure if the role of chef de partie is right for you? Take a look at our articles on Alternative Careers for Chefs and Careers in Hospitality and Catering to discover what other options are out there.

Chef de Partie Qualifications

To become a chef de partie, it’s important to have as much experience of working in a professional kitchen as possible. Chefs de partie also need to be highly knowledgeable about their particular station and, whilst there are no specific qualifications to become a chef de partie, holding some sort of formal training or certification will be beneficial.

Chef de Partie Certifications

On-the-job training is essential if you want to become a chef de partie as you’ll need in-depth knowledge and experience of the industry, kitchen environment and chosen area of expertise. There are various certificates you can obtain that will help you pursue a career as a chef de partie. A few examples include:

• Level 2/3 NVQ in Professional Cookery.
• City & Guilds certificate in Professional Catering.
• Level 3 Chef de Partie BTEC.
• Diploma in Professional Cookery.

Chef de Partie Apprenticeships

The most common way to become a chef de partie is by doing an apprenticeship, whether you’re starting at a foundational level or are ready for something more advanced. An apprenticeship is a great way to learn practical cooking skills in a professional kitchen alongside your college classes and enables you to work in all types of kitchen environments.

Relevant apprenticeships include a Level 1 or Level 2 Food Preparation and Cooking course, or a Level 3 course in a more specialised topic. You’ll need at least two GCSEs at grades 9 to 3 (A* to D), or equivalent, for an entry level apprenticeship or five GCSES at grades 9 to 4 (A* to C), or equivalent, for an advanced level.

Chef de Partie Health and Safety Training

UK law requires all food handlers to have completed a food hygiene course in order to work safely in a kitchen. Alongside this, there are various other health and safety training courses you may wish to consider that, with a certificate, will look great on your CV and give you valuable knowledge for working in a chef de partie role.

Relevant chef de partie training courses to consider include:

• Level 2 Food Hygiene Training
• Food Allergen Awareness
• Health and Safety for Food Handlers
• Manual Handling Awareness
• Control of Substances Hazardous to Health (COSHH)
• Level 3 Supervising Food Safety
• Workplace First Aid Training

Want to Learn More?

View our full range of Food Hygiene and Safety Training Courses to find more training relevant to your role as a chef de partie. All our courses can be completed online, in your own time and come with a certificate at the end.

What Skills Do I Need to Be a Chef de Partie?

As well as being able to carry out the practical, day-to-day tasks associated with being a chef de partie, such as preparing, cooking and serving high-quality food (your hard skills), a successful chef de partie also needs to possess a wide range of soft skills. Important soft skills for a chef de partie to have include:

• Up-to-date knowledge of the food and hospitality industries.
• Working knowledge of French kitchen terms.
• Strong communication skills.
• Ability to work as a team.
• Independence and initiative.
• Time management skills.
• Problem-solving skills.
• Ability to remain calm under pressure.
• Ability to think on your feet.
• Good attention to detail.
• Organisation skills.
• Reliability.
• Creativity.
• Ability to plan ahead.
• Adaptability.
• Staff supervision and mentoring skills.
• Proactive professional development.

Want to find out more about working in the hospitality industry? Take a look at our other articles on the Skills You Need to Be a Chef or the Top 8 Skills for a Successful Career in Hospitality to learn more.

Chefs de partie are an essential part of the kitchen hierarchy so, if you’re looking to use your kitchen experience and cooking skills to become a successful chef de partie, then it’s important to ensure you have the right abilities, training and attitude for the role. Then, you can take the next steps in pursuing your dream hospitality career and focus on getting your CV up-to-date, start searching for jobs as a chef de partie online or finding an apprenticeship near you.

Further Resources:

• Online Food Hygiene Training
• The Kitchen Hierarchy Explained: What is the Brigade de Cuisine?
• Interview Questions for Chefs

The post How to Become a Chef de Partie appeared first on The Hub | High Speed Training.

As the hospitality sector continues to contend with post-pandemic changes, the cost-of-living crisis and rising supply and energy prices, the cost of food waste is something they simply cannot afford. Whilst it can be difficult to know where to start when tackling food waste, the adoption of simple sustainable practices can drastically reduce the financial and environmental impact of food waste. 

In this article we will outline why food waste is an issue for restaurants and why it is important to reduce the waste that you generate. We will also discuss common causes of food waste and provide tips to help you reduce food waste in your business.

Why is Food Waste a Problem?

Food waste can feel like an inevitable by product of working in the hospitality industry. Food waste is generated in hospitality much in the same way it is domestically and when you’re serving hundreds of people a day, vast amounts of food waste is to be expected. Nevertheless, despite its categorisation as an ‘unavoidable evil,’ food waste is in fact a significant problem for the hospitality sector; in terms of both the harmful greenhouse gases that it generates and its negative effect on profitability. 

Food waste has a catastrophic impact on the environment. When food is left to rot in landfills it releases methane, a greenhouse gas that is 84 times more potent than carbon dioxide and has 28 times the global warming potential. Moreover, when edible food is thrown away, the resources used to rear, grow, process and transport that food, such as water, energy and labour, are wasted. The water footprint of the total annual food waste in the UK is estimated to be around 5.4 billion cubic metres. A 2024 government report on food waste found that the hospitality and food service sector generated 10% of the total food wasted in 2021. This equates to 540 million cubic metres of water wasted by the hospitality and food service sector alone, roughly the same as 216,000 Olympic sized swimming pools.  

Food waste is also an avoidable financial burden for the sector. In 2019 the hospitality industry had an economic output of £59.3 billion, equating to roughly 3% of the total UK economic output. By 2020 that figure had fallen by 42% and though higher in 2021, it was still 21% lower than 2019. The hospitality sector was one of the hardest hit by covid due to socialising restrictions and lockdowns. Though the industry has fought tooth and nail to regain stability, it continues to battle with the fallout of covid, rising operating costs and a cost-of-living crisis that is impacting custom. Food waste can then be seen as an additional, yet avoidable, cost that many in the sector cannot afford. 

WRAP estimates that food waste costs the hospitality industry £3.2 billion every year, an average of £10,000 per outlet, per year. It can be hard to imagine how this much money is wasted, especially in an industry in which finances are already so tight for many. However, when one remembers that waste is cumulative it becomes much easier to see how frequent instances of over-ordering, overproduction and human error can result in such vast amounts of waste, both in terms of food and lost profit.

Causes of Food Waste in Restaurants 

As mentioned above, food waste in restaurants can be generated in similar ways to households and is often cumulative, meaning that seemingly insignificant waste such as the odd vegetable skin or some fat trimmings, add up to create vast amounts of waste. However, there are causes of food waste that are unique to restaurants and the hospitality industry. 

Causes of food waste across the sector include:

• Consumer Plate Waste – Much like in a domestic setting, waste is generated when unfinished food on the plate is thrown away. Large portion sizes or the inability to take leftovers home are the main causes of this kind of waste. 

• Over-ordering and Spoilage – Many in the hospitality industry plan ahead and prep ingredients ready for busy days as it is often better to be over-prepared than under-prepared. Subsequently they may end up over-ordering ingredients and supplies to avoid potential delays and to ensure their kitchens remain well stocked. However, if for whatever reason the food doesn’t sell, restaurants can be left with a surplus which they then need to repurpose before it spoils and has to be thrown away. 

• Trimmed or Peeling Waste – As with household waste, this waste is generated when preparing food and includes vegetable peels, fruit skins and fat trimmings. As restaurants can end up serving hundreds of people a day, they generate significantly more of this waste due to the preparation of large quantities of food. 

• Menu Changes – Menu changes can be an exciting time for a restaurant and bring with it the opportunity to entice new customers. However, these changes can lead to unused or unwanted inventory going to waste if the new menu is drastically different from previous menus. 

• Overproduction – Like over-ordering, overproduction is often the result of a desire to be well prepared. However, restaurants may end up preparing more food than necessary and in a manner that makes it difficult to use in other dishes. This then leads to food waste as the pre-prepared food is not used. 

The list above is not exhaustive and food waste in the hospitality sector is influenced by a wide variety of factors such as the type of establishment and the food served. However, identifying the ways in which the sector uniquely generates waste is the first step to reducing it. It is also important to remember that this waste is not exclusive to bricks and mortar businesses as mobile caterers also generate significant amounts of food waste. Whilst mobile businesses often have limited space, so may be less susceptible to over-ordering or overproduction, consumer plate waste and preparation waste still contribute to the generation of vast amounts of food waste. 

How to Reduce Food Waste in Restaurants 

Douglas McMaster, owner of the world’s first zero waste restaurant Silo argues that ‘waste is a failure of the imagination.’ The hospitality industry is undeniably one of creative innovation and avant-garde experimentation. This creativity has led to the development of awe-inspiring dishes and news worthy menus and can also be applied to the reduction of food waste. Tackling food waste can be an exciting and creative thought exercise, just like developing a new menu and shouldn’t be treated like an arduous, unimportant task. 

Below you will find 10 ways to reduce food waste. Not every option will be viable for your business, however don’t be afraid to use your imagination and tweak and adapt suggestions to find what works best for you. 

With the introduction of new food waste separation regulations, more onus is being put on businesses to act sustainably. As such, finding ways to reduce food waste will not only help you to run your business in a more sustainable and cost effective manner, it will also ensure that you are well prepared for compliance with the regulations. 

Reducing food waste in the hospitality sector is undeniably difficult, but not impossible. When making steps to be more sustainable it is valuable to remember that you are aiming for progression, not perfection. Adopting a few seemingly small practices that you can consistently maintain, will lead to more tangible change than committing to producing no waste whatsoever and failing after a week. Lean into the inherent creativity of the industry and find new and exciting ways to reduce your food waste, protect the planet and save money.

Further Resources:

• Recycling in the Hospitality Industry: How & Why Should We Do it?
• Self Inspection Checklist for Food Premises: Be Prepared for EHO Visits
• Food Hygiene Training

The post 10 Ways to Reduce Food Waste in Your Restaurant appeared first on The Hub | High Speed Training.