This article was written for SLTN and appeared in the March issue of their magazine.
As we move into March 2026, the UK hospitality sector faces one of its most pivotal moments in years. With major legislative changes landing in April, rising labour costs, and an increasingly competitive talent market ahead of the annual busy summer season, HR leaders, as ever, have a narrow but crucial window to prepare. This month’s article highlights the essential areas every hospitality employer should be focusing on.
April 2026 Employment Law Changes – Act Now
Significant reforms under the Employment Rights Bill take effect in April 2026, bringing enhanced day one rights, tighter rules around zero hours practices, and earlier access to unfair dismissal claims. At the same time, the National Living Wage rises sharply, with the new £12.71 hourly rate for 21yrs + workers placing further pressure on workplace budgets. March is the moment to finalise contract updates, adjust scheduling practices, and ensure managers are confident in applying the new rules consistently and fairly.
Seasonal Workforce Planning
As ever, Summer may feel far away, but your preparation window is closing fast. Seasonal recruitment is now starting earlier across the industry as employers compete for a shrinking pool of skilled workers. With chronic labour shortages and tighter immigration rules limiting overseas candidates, attracting and retaining staff will require faster hiring processes, stronger onboarding, and compelling reasons for workers to return year after year. Now is the time to lock in your seasonal strategy before demand spikes.
Retention, Wellbeing & Culture
A resilient workforce going into summer starts with thoughtful planning in March. Hospitality in the UK continues to experience some of the highest stress and staff turnover rates. As workloads increase during peak periods, prioritising employee wellbeing is no longer optional – it’s crucial for maintaining service quality and retaining talent. Consider reinforcing mental health support with training, creating more predictable rotas, and refreshing early career development pathways.
Smarter Workforce Management Through AI
AI powered scheduling, demand forecasting, and recruitment tools are no longer future concepts, they are rapidly becoming standard practice in forward thinking hospitality businesses. Implementing or upgrading these tools now can help reduce overtime costs, prevent understaffing, and support more equitable scheduling as new legal standards come into force.
Leadership Readiness
Finally, strengthen your management team toolkit. As employment laws tighten and employee expectations rise, organisations increasingly require strong people management skills to attract, retain, and engage their workforce effectively. March is the ideal time for refresher training on people management, documentation, conflict management, and delivering a positive employee experience.
If you have any questions on any of the issues raised in the above article, please contact Ruth Gladwell.