Hair & Beauty Training
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Employing Salon Staff

Hiring, contracts, wages, managing and — when it comes to it — letting somebody go, without it costing you a tribunal.

  • 10 CPD hours
  • 12 lessons
  • Intermediate
  • Online, self-paced
  • Certificate included

What you will be able to do

  • Work out what a hire actually costs and whether the column supports it
  • Write an advert and run a trade test that predicts performance
  • Issue a compliant written statement of employment particulars
  • Pay correctly — minimum wage, holiday, pension, sick pay and tips
  • Onboard somebody so they are productive and stay
  • Manage performance with a record that would stand up
  • Take on an apprentice and actually get them through it
  • Handle grievances and disciplinaries following a fair process
  • End employment lawfully, including redundancy and probation

About this course

Wages are about half of everything a salon takes, and the people receiving them are also the reason clients come back. Employing well is the highest-leverage thing a salon owner does, and it is the thing almost nobody is trained for.

It is also the area with the sharpest legal edges. A written statement not issued on day one, a rota that quietly breaches working time rules, a dismissal handled on instinct — each of those is a real, avoidable liability, and the sums involved dwarf anything you would save by not knowing.

Ten hours covering the whole employment relationship: working out whether you can afford somebody, writing the advert, running a trade test, the contract, the money, the first ninety days, managing performance, apprentices, difficult conversations, and ending it properly when it has to end.

Curriculum

3 sections · 12 lessons

Start here1 lesson
  • How this course worksFree to read
The modules10 lessons
  • Can you afford somebody? The real cost of a hireFree to read
  • Finding people worth hiring
  • Interviewing and the trade test
  • The contract and the written statement
  • Paying people correctly
  • The first ninety days
  • Apprentices
  • Managing performance and difficult conversations
  • Ending employment properly
  • Building a team people do not leave
Assessment and certificate1 lesson
  • End-of-course assessment

What you need

  • A cost-of-hire calculator (spreadsheet)
  • A written statement of particulars checklist
  • Trade test scoring sheet
  • First-ninety-days onboarding plan
  • Meeting note templates for performance, grievance and disciplinary

Reviews

Reviews here only ever come from people who actually enrolled and completed the course, so there is nothing to show until somebody has. We would rather leave this empty than fill it.

Questions

Is this employment law advice?
No. It is training in how employment works in a salon and where the sharp edges are. For a live dispute, a dismissal you are unsure about, or anything involving discrimination, take proper advice — and take it early, because the cheapest point to fix an employment problem is before it becomes one.
Is the law in it current?
Employment law is changing, and some of what is in this course is under active reform — particularly around unfair dismissal qualifying periods and zero-hours arrangements. Every module flags what is in flux and tells you to check the current position. The principles of hiring well and managing fairly do not change.
We only have one employee. Does this apply?
All of it. Employment obligations start at the first employee, not at the fifth, and a single badly handled dismissal costs the same whether you employ one person or twenty.
What about chair renters?
Different arrangement entirely, covered in the rent-a-chair course. The one thing to carry across: if a chair renter is employed in all but name, everything in this course applies to them and you did not know it.

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