FAIR WORK FIRST POLICY

1. Purpose

This policy sets out the Hebridean Whisky Festival’s commitment to the Fair Work First principles and confirms how HWF will ensure fair, inclusive and responsible working practices across all employment, freelance contracting and volunteer engagement.

2. Scope

This policy applies to:

• All employees
• Freelancers and contractors
• Volunteers
• Partner organisations and suppliers delivering festival activit

3. Statement of Commitment

HWF is committed to providing fair pay, effective voice, opportunity, security, fulfilment and respect for everyone involved in delivering the festival. We recognise the seasonal and multi-island nature of our operations and commit to proportionate, transparent and fair working practices.

4. Fair Pay (Real Living Wage)

HWF commits to paying at least the Real Living Wage to all directly employed staff and to offering fair, sector-appropriate rates to freelancers and artists.

Actions:

• Pay at or above Real Living Wage in all contracts (ongoing).
• Benchmark freelance and artist fees against sector guidance (ongoing).
• Apply for Real Living Wage accreditation within 12 months of securing stable annual funding.

5. No Inappropriate Use of Zero-Hours Contracts

HWF does not use zero-hours contracts. Staff are engaged on fixed-term contracts and freelancers on scoped agreements with agreed hours and rates.

Actions:

• All contracts to specify hours, duration and pay (ongoing).
• Contract templates reviewed annually prior to recruitment.

6. Opposition to Fire and Rehire

HWF does not use fire and rehire practices. Contract terms are not changed without agreement.

Actions:

• Explicit anti–fire and rehire clause in contracts and policies (before next contracting cycle).
• Annual review of employment practices.

7. Flexible and Family-Friendly Working

Flexible working practices are offered from day one of engagement. Working hours and locations are agreed in advance and adapted where possible to support caring responsibilities and inter-island travel.

Actions:

• Flexible working statements included in all role descriptions.
• Remote or hybrid working used for planning and marketing roles where appropriate.

8. Individual Channels for Workers’ Voice

HWF provides direct and confidential routes for individuals to raise concerns or suggestions.

Actions:

• Named contacts provided to all workers and volunteers.
• Written feedback routes included in staff and volunteer packs.
• Optional anonymous feedback form introduced (next festival cycle).
• Feedback reviewed post-festival and informs improvements.

9. Workforce Development

HWF supports skills development through mentoring, supervised delivery roles and access to practical event experience.

Actions:

• Clear role descriptions and learning opportunities provided.
• Skills development captured in post-festival evaluation (next cycle).
• Training partnerships explored subject to capacity and funding.

10. Tackling Gender Pay Gap and Promoting Inclusion

Pay is set by role rather than individual negotiation to reduce risk of inequality. Recruitment encourages applications from under-represented groups and offers flexible working arrangements.

Actions:

• Monitor pay by role and gender annually.
• Inclusive recruitment guidance formalised (next recruitment cycle).
• Equality expectations included in supplier agreements (next contracting cycle).

11. Consultation and Workforce Agreement

This policy has been developed in consultation with staff, freelancers and delivery partners, and will continue to be reviewed with workforce input.

Actions:

• Consultation records maintained (ongoing).
• Annual post-festival review with workforce feedback incorporated.

12. Monitoring and Review

The Festival Director is responsible for implementation, supported by the Finance Administrator and partner distilleries. Compliance is reviewed annually as part of governance and funding reporting.

Review cycle:

Annual, or sooner if required by legislation or funder guidance.