Accommodation & Food employment contract
Define responsibility for welcoming guests and pacing table allocation, with clear limits around capacity, wait-time promises, personal data and service recovery.
Looking for a Host/Hostess employment contract? This page takes you straight into the role-specific builder, with preview before payment and both PDF and DOCX files included after checkout.
Legally validated and solicitor-approved contract framework
This page is maintained for UK employers creating host/hostess contracts for accommodation & food. HRHeaven uses a legally validated and solicitor-approved self-service contract framework, with wording for role duties, confidentiality, notice, holiday, probation and practical workplace expectations. It does not replace individual legal advice for complex or disputed circumstances.
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Clear role overview and key responsibilities.
Clear probation terms for the selected arrangement.
Maintained responsibilities, records and authority boundaries for the selected role.
Standard and flexible working arrangements.
Holiday terms explained for the selected arrangement.
Client and company confidentiality.
Clear process and employee rights.
Notice terms explained for both parties.
Download a polished PDF ready to issue and an editable DOCX copy for future updates.
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DOCXFully editableBefore you create it
Practical checks to help an employer choose the right starting point and prepare the information the document needs.
Produce accurate reservation and wait-list management, deliver welcoming and orderly guest arrival, and maintain well-paced seating and clear communication with the floor team.
Workplace context: Hotel, restaurant, kitchen, guest-facing or approved hospitality areas.
Follow the Employer's documented arrangements covering evening, weekend and variable shifts. Follow the Employer's documented arrangements covering guest data and reservation systems. Follow the Employer's documented arrangements covering dress and customer-service standards. Follow the Employer's documented arrangements covering capacity, safety and complaint escalation. Follow the Employer's documented arrangements covering food safety.
Recheck the role or obtain appropriate advice if the work would exceed these maintained authority boundaries: Work within the Employer's documented any discretion over table allocation, walk-ins, complimentary items and complaint handling, plus the point at which a duty manager must decide. Guest information should only be used for authorised service activity. Obtain approval before committing expenditure, changing contractual commitments or making regulated or staffing decisions outside the assigned role.
Maintained role evidence
These role-pack details give an employer something concrete to check before using the contract for accommodation & food work.
Hotel, restaurant, kitchen, guest-facing or approved hospitality areas.
Employer procedures and role controls. Follow the Employer's documented arrangements covering evening, weekend and variable shifts. Follow the Employer's documented arrangements covering guest data and reservation systems. Follow the Employer's documented arrangements covering dress and customer-service standards.
Contract builder output
HRHeaven builds the contract from the employer's answers, the selected industry, and the role-specific wording for this job.
Role wording
Produce accurate reservation and wait-list management, deliver welcoming and orderly guest arrival, and maintain well-paced seating and clear communication with the floor team.
Welcome guests and confirm reservations accurately and courteously. Maintain the live table plan, wait list and expected dining times. Pace seating with floor and kitchen leads during changing service demand. Record and communicate accessibility, high-chair and authorised guest requests. Protect contact details and visit information held in reservation systems.Builder answers
Complete the builder, check the document output, then pay only when you are ready to download.
Specific clauses
Work within the Employer's documented any discretion over table allocation, walk-ins, complimentary items and complaint handling, plus the point at which a duty manager must decide. Guest information should only be used for authorised service activity.
Obtain approval before committing expenditure, changing contractual commitments or making regulated or staffing decisions outside the assigned role.
Follow the Employer's documented arrangements covering evening, weekend and variable shifts.
Follow the Employer's documented arrangements covering guest data and reservation systems.
£19.99 one-off contractPreview before payment, then download the branded PDF and send for signature.Employee handbook bundle
Pair the contract with a fully customisable employee handbook and keep the role wording, workplace rules, branding and policies aligned from day one.
Industry-specific policies Contract and handbook generated together UK-focused policy content Easy to edit and maintainAfter the contract
Once the Host/Hostess contract is created, HR Actions help accommodation & food employers manage the next HR steps: recruitment, probation, performance, absence, disciplinary, grievance and offboarding.
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Buy one HR Action for one employee process, or use HR Actions Unlimited when you expect recurring HR work.
Keep the context together
HRHeaven can pre-fill known employee, role, timeline and document facts, then asks the employer to confirm the missing details.
Stay ready for the next step
Each workflow keeps the case history, source context, reminders, documents and completion summary together.
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Employment ContractCreate a UK-focused employment contract in minutes, with role-aware wording and a reviewable preview.
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State whether the host may rearrange tables, accept walk-ins, quote wait times or make minor service gestures, and identify capacity, complaint and refund decisions reserved for the manager.
Reservation systems can contain names, contact details, visit history and guest requests. The contract should require appropriate access, discretion and secure handling under the employer's procedure.
Only under the venue's approved booking strategy and capacity controls; the employee should not create unapproved overbooking risk to meet short-term demand.
The venue should set grace periods and manager discretion, with the host communicating the decision consistently and recording material changes.
No disclosure should be made outside authorised service needs; even apparently harmless confirmation can reveal a person's location or habits.
Capture only practical information needed to prepare suitable access or seating, communicate it discreetly and avoid assumptions about a guest's condition.
Only within a clearly delegated remedy limit; larger discounts, refunds or future promises should be referred to the duty manager.
Include arrivals outstanding, wait list, table status, timing commitments, accessibility needs, booking notes, guest concerns and manager decisions still requiring action.
Create a UK-focused contract in minutes, with role-aware wording, a reviewable preview and both PDF and DOCX files after checkout.
