HR for salons, barbers and beauty
For salons, barbers and beauty businesses with 1 to 49 staff. Your industry’s main extra rule is about who counts as an employee, and your HR expert checks that before any agreement goes out. The rest is the HR every employer needs, and we do it for you.
- Extra rules we handle
- Employment status, right-to-work checks, harassment by clients
- Health and safety add-on
- From summer 2027
- Who it’s for
- 1 to 49 staff in England, Scotland and Wales
The extra rules in your industry
Each one switches on from what you tell us when you join, and goes into the same contracts, policies and records as the rest of your HR.
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The rule
Self-employed only if they work that way
What it means for youA chair renter or self-employed stylist is only self-employed if that’s how they work in practice. If they work like an employee, they may be owed holiday pay and other employment rights.
What we doTell us who works for you and how. Your HR expert checks each person’s status before any agreement goes out. Employed staff get an employment contract, and self-employed stylists a contractor agreement.
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The rule
Right-to-work checks for workers and subcontractors too
What it means for youSince 1 October 2026, right-to-work checks also cover workers and self-employed individuals who do work you’ve agreed to provide for your clients, not just employees. They don’t cover someone running an independent business of their own. Check before they start and keep a copy. The fine is up to £60,000 for each illegal worker.
What we doWe record each check and keep the records, with a reminder to check again before anyone’s time-limited permission to work runs out.
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The rule
Harassment by clients
What it means for youFrom 30 October 2026, you’re liable when clients harass your staff over age, disability, gender reassignment, race, religion or belief, sex or sexual orientation, unless you took all reasonable steps to prevent it.
What we doWe write a notice for your salon, website or booking terms telling clients how staff must be treated, and a harassment risk assessment. Staff do the training, and can report harassment in the app, anonymously if they need to.
What we ask when you join
A short form about your business and your staff picks your contracts and policies. Founding members fill it in during December, and you can type your staff in or upload a spreadsheet.
- Who works for you, and how: employed staff, self-employed stylists or chair renters.
- Each person’s role and hours, and your shift patterns, including weekends.
- How pay works: hourly, salary, commission or overtime.
- Whether you take on apprentices, and a date of birth for everyone, so the limits for under-18s apply.
The agreements we write
- Employment contracts for employed staff, setting out how you pay them, including any commission.
- Contractor agreements for self-employed stylists, once your HR expert has checked their status.
- Apprenticeship agreements, with pay at least the apprentice rate.
- Part-time contracts, with pay, holiday and benefits pro rata.
The rest of your HR
Everything else works the way it does for any other business.
- Contracts and documentsContracts for every employee, your handbook and policies, and contractor agreements, kept up to date with the law.Included
- Starters and leaversOne link for each new starter, with the right-to-work check and the contract, and final pay worked out for leavers.Included
- Harassment preventionTraining for all staff and managers, the policy and risk assessment, and a safe way to speak up.Included
- Health and safety add-onOptional, from summer 2027, with salons among the first businesses it covers.Summer 2027
Questions
Do you cover apprentices?
Yes. We write the apprenticeship agreement and check their pay is at least the apprentice rate. Apprentices under 18 also get the young worker limits: no more than 8 hours a day or 40 a week, and a 30-minute break once the day is longer than 4.5 hours.
What happens if a client harasses one of my staff?
We draft the incident record and your response, and your HR expert signs them off. Your staff can also report it in the app, and it goes to your HR expert rather than their manager.
Is health and safety covered for salons?
Yes, as an optional add-on from summer 2027, and salons are among the first businesses it covers. It includes the policy, risk assessments, a first aid needs check, reminders and records, short staff courses, and a qualified health and safety adviser for anything Mirith, our assistant, can’t answer. What the add-on covers and costs
Your HR team, from January 2027.
Start with the free checklist. Reserve your founding price, and we set you up in January. It’s refundable until launch.
Not ready yet? Get the free 1 January 2027 checklist.