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2018 HOTREC ANNUAL REPORT
Working for a European Pillar of Social Rights
that fits SMEs’ realities
The proclaimed European Pillar of Social Rights launched in November
2017, sets out 20 key principles focusing on equal opportunities, fair
working conditions, social protection and inclusion. While supporting these
objectives, HOTREC has actively engaged with EU institutions to make
sure that the upcoming legislative measures encapsulate the specificities
of the hospitality sector, which is composed at 90% by micro-enterprises;
and that above all, wherever possible, subsidiarity prevails.
Better work-life balance for families, with minimum costs
for micro-enterprises!
Work-life balance and gender inequality are two major issues that need
to be appropriately addressed to be workable in the context of micro-
enterprises, and in particular of the specificities of the hospitality sector.
Extra leaves (e.g. paternity, parental, carer’s) and unilateral flexible working
arrangements constitute a huge challenge for the close to 1.7 million
micro-enterprises composing the European hospitality industry, because
of the current skills shortage and the additional training and replacement
costs they entail.
Therefore, HOTREC pro-actively engagedwith the EU institutions andmade
proposals to take into account the specific situation of micro-enterprises
and therefore to minimise costs, while still delivering on work-life balance.
HOTREC also met with all relevant stakeholders, EU officials and Members
of the European Parliament to find workable solutions for both employees
and employers. This willingness was broadly welcomed by the EU
institutions.
Transparent and predictable working conditions are
welcome – however red tape and costs shall be strongly
restricted (limited)!
HOTREC is a strong believer that information on working conditions is
key for good work deployment. However, the unpredictability of the work-
load in the sector (e.g. organisation of a buffet for a last-minute event),
seasonality and the unique work environment (open 24 hrs a day / 7 days
a week) make that many hospitality businesses have no other choice than
using casual workers.
Therefore, flexibility must prevail, and red-tape cut in their everyday work
organisation. With this goal in mind, HOTREC advocated for applying an
exception regime that would allow certain employees not to receive a
Written Statement in specific situations.
HOTREC also advocated for the transition from a temporary contract to
a permanent contract to be at the employer’s initiative and also for the
sector not to provide all employees with the right of minimum predictability
of work.
Thanks to its information and advocacy campaign, HOTREC and its
Members’ key industry messages were heard. This should help achieving
a favourable outcome for the hospitality sector.
HOTREC pro-actively engages
with EU policy makers to
minimise costs and red tape
while delivering on work-life
balance.