In the restaurant industry, change is a constant. As consumers become more demanding and eating habits evolve rapidly, Horeca professionals face new challenges every day. And in this ever-changing landscape, there is one aspect that cannot be overlooked: the new sector contract, a topic that closely concerns those who manage restaurants, bars, canteens and other venues in the sector.
The main changes in the new national collective agreement
The new national collective agreement for the restaurant industry brings with it important changes that affect several crucial aspects of work in the Horeca sector.
Review of working hours and shifts
One of the main changes is the revision of working hours and shifts. The new regulations aim to ensure greater flexibility for workers, but at the same time impose stricter limits to avoid overload and promote a better work-life balance. This means that employers will have to reorganise shifts more carefully, taking into account the new needs of staff.
Improvements to contractual conditions
Furthermore, the contract introduces new measures to improve contractual conditions, such as increasing minimum wages and introducing new allowances for evening and holiday shifts. These changes represent a significant step forward in recognizing the value of work done in the restaurant sector, but they also require careful financial planning by restaurant managers to ensure the economic sustainability of their activities.
Review of staff classification and classification
In particular, the Parties have provided for a significant revision of the classification and classification of personnel, which have been in place since the 1990s, to make them more responsive to the changing needs of the market and new types of offers. The regulations on the individual rights of female and male workers have also been strengthened, such as measures to combat violence and harassment in the workplace and leave for women victims of violence.
Training and professional development
Another crucial aspect of the new contract concerns training and professional development. Greater emphasis is placed on the need to provide growth opportunities for employees, through refresher courses and continuous training. This not only helps improve staff skills, but also contributes to creating a more motivating and attractive work environment, reducing turnover and increasing the quality of service offered to customers.
Employee wellbeing measures
The new agreement also introduces specific measures for employee well-being, such as the promotion of safe working practices and the adoption of corporate welfare policies. For example, access to supplementary healthcare programs and the possibility of taking additional rest periods when necessary are encouraged. These initiatives aim to create a healthier and more sustainable work environment, where employees can feel valued and supported.
Facing challenges and seizing opportunities
These changes represent a major challenge for venue managers, who must adapt to the new regulations and reorganize their operations to meet the new standards. However, the new contract can also be seen as an opportunity to improve operational efficiency and service quality, creating a more positive and sustainable work environment for both employees and customers.
Dealing with the new contract requires a strategic approach and careful management of resources, but it can bring significant benefits in terms of staff satisfaction and customer loyalty. Investing in training, reorganizing shifts and adopting welfare measures are essential steps to ensure the success of your venue in an ever-changing sector.
Learn more
For further details on the new national collective agreement for catering, you can consult the official document at this link .