Hooch & Hound Ltd t/a Peryton
Company Policy Handbook (2025 Edition)
1. Introduction
This Company Policy Handbook sets out the operational and behavioural standards for all employees of Hooch & Hound Ltd trading as 'Peryton'. It complements the Employee Handbook and forms part of the overall employment framework. It applies to all staff, whether full-time, part-time, temporary, or casual.
2. Employment Policies and Conduct
Employees must maintain professionalism, honesty, and integrity at all times. Conduct that could bring the company into disrepute—such as aggression, harassment, discrimination, or dishonesty—is prohibited. Failure to comply with these standards may result in disciplinary action, up to and including dismissal. All staff are required to comply with UK employment law, company policies, and management instructions.
3. Hours, Attendance, and Scheduling
Work schedules are set according to business needs, including weekends and late-night operations. Employees must arrive punctually for shifts and remain available until the end of their scheduled time. Lateness or absence must be reported to management as soon as possible before the start of the shift. From time to time, managers may allow employees to leave early depending on the needs of the business. This is at management’s discretion and not an entitlement. Employees who leave early will only be paid up to the time they cease work duties. Repeated lateness, unauthorised absence, or failure to follow attendance procedures may result in disciplinary action.
4. Pay, Tips, and Breaks
Employees are paid in line with their Statement of Particulars and UK wage legislation. All pay is subject to lawful deductions for tax and national insurance. All tips and gratuities received directly by staff are the property and responsibility of the individual who received them. Each employee is personally responsible for declaring such income to HMRC. The company does not collect or redistribute staff tips. Employees working more than six consecutive hours are entitled to a 30-minute unpaid break. Breaks can be scheduled at the request of the employee prior to the start of the shift, or allocated by management during quieter operational periods, depending on the needs of the business. Breaks must not interrupt service or compromise customer experience.
5. Health, Safety, and Hygiene
The company complies with the Health and Safety at Work Act 1974, the Food Safety Act 1990, and all related regulations. All employees share responsibility for maintaining a safe and hygienic workplace. Staff must: follow all safety and hygiene instructions and signage; wear protective clothing or equipment when required; report any accidents, hazards, or near-misses immediately to management; maintain high personal hygiene standards; and handle food safely, following all food hygiene training and temperature control procedures. Failure to comply with these rules may lead to disciplinary action.
6. Licensing and Alcohol Responsibility
The company operates under the Licensing Act 2003. All employees must comply with licensing conditions and uphold responsible alcohol service at all times. Staff must check identification for anyone who appears under 25, refuse service to underage or intoxicated persons, avoid serving drinks outside licensed hours, and report any breaches immediately. Any violation of licensing law or this policy may result in disciplinary action or dismissal and could lead to criminal prosecution.
7. Customer Interaction and Service Standards
Employees must provide courteous, professional, and efficient service to all customers. Customer complaints must be handled calmly, politely, and escalated to management where necessary. Rudeness, discrimination, or verbal abuse towards customers or colleagues will not be tolerated. All employees are expected to promote a positive environment for guests and uphold the reputation of the business.
8. Uniform and Personal Appearance
Uniforms must be clean, complete, and worn during all working hours. Personal hygiene and presentation must be of a high standard. Jewellery, false nails, and strong fragrances are discouraged for hygiene and safety reasons. Hair must be neat and tied back where appropriate. Staff are responsible for maintaining their uniforms in good condition.
9. Data Protection and Confidentiality
All employees must comply with the Data Protection Act 2018 and UK GDPR. Confidential information relating to the company, customers, or colleagues must not be shared outside the organisation or discussed in public areas. Personal and business data must only be accessed and used for legitimate business purposes. Documents containing personal or sensitive data must be stored securely and disposed of appropriately. Breach of confidentiality or data protection laws may result in disciplinary action and, in serious cases, legal proceedings.
10. Social Media and Technology Use
Employees must not post content, photos, or comments on social media that could damage the company’s reputation, breach confidentiality, or offend customers or colleagues. Company information, imagery, or branding may only be used on social media with prior management approval. Personal devices may only be used during authorised breaks, away from customer areas. Company IT systems and Wi-Fi must be used responsibly, and only for lawful business purposes. Any and all deformation of the company as a direct or indirect response will respond in disciplinary action.
11. Cash Handling and Security
All cash, card, and till transactions must be completed accurately and recorded in line with company procedures. Staff must not share till access, handle unauthorised refunds, or adjust sales without management approval. Cash discrepancies, shortages, or suspected theft must be reported immediately. All company property, including stock, equipment, and materials, must remain on site unless authorised by management. Theft, fraud, or misuse of company property will result in dismissal and possible criminal investigation.
12. Equal Opportunities and Anti-Harassment
Hooch & Hound Ltd is committed to providing a workplace free from discrimination, bullying, and harassment. No employee, customer, or contractor shall be treated unfairly on the grounds of age, gender, marital status, pregnancy, race, religion, disability, or any protected characteristic under the Equality Act 2010. Harassment, victimisation, or intimidation of any kind will not be tolerated. Any employee who believes they have experienced or witnessed discrimination or harassment should report it to management immediately. All complaints will be handled confidentially and fairly through the company’s grievance procedure.
13. Disciplinary and Grievance Procedures
Disciplinary and grievance matters are managed in accordance with the company’s Employee Handbook. Misconduct, breach of policy, or failure to meet expected standards may result in verbal or written warnings, suspension, or dismissal depending on severity. Employees have the right to be accompanied during formal disciplinary or grievance meetings and to appeal against any disciplinary decision. Grievances should be raised in writing to management as soon as possible after the issue arises.
14. Environmental and Sustainability Commitments
The company aims to minimise its environmental impact across all operations. All employees are expected to recycle waste where facilities exist, use water, gas, and electricity responsibly, avoid unnecessary food waste, and dispose of waste oil, chemicals, and packaging in accordance with environmental regulations. Sustainability is a shared responsibility, and compliance is a condition of employment.
15. CCTV and Surveillance Policy
Closed-circuit television (CCTV) is in operation within the premises for safety, security, and loss-prevention purposes. CCTV recordings may be used to investigate incidents, protect staff and customers, and prevent crime. All footage is stored securely and only accessible to authorised management or law enforcement. CCTV is not installed in private areas such as toilets or staff changing rooms. Any attempt to tamper with or misuse surveillance equipment will be treated as a disciplinary offence.
16. Substance and Alcohol Use Policy (Staff)
Employees must not consume alcohol or use illegal substances while on duty, during breaks, or immediately before a shift. Staff must not report for work under the influence of alcohol or drugs. Consumption of alcohol on-site may only occur when expressly authorised by management (e.g. at a staff event after service). Any breach of this policy will result in disciplinary action and may lead to dismissal. The company reserves the right to conduct reasonable investigations where impairment is suspected.
17. Smoking and Vaping Rules
Smoking and vaping are prohibited inside all buildings and customer areas under the Health Act 2006. Smoking and vaping are only permitted in designated external areas and during authorised breaks. Cigarette ends and vape waste must be disposed of in appropriate bins. Failure to follow this policy may result in disciplinary action.
18. Use of Company Vehicles or Equipment
Company vehicles, tools, and equipment must be used only for authorised business purposes. Employees must operate all machinery, kitchen appliances, and POS systems safely and report faults immediately. Any damage, misuse, or unauthorised use of company property may result in disciplinary action and liability for costs. Personal use of company vehicles, equipment, or materials is not permitted unless authorised by management in writing.
19. Policy Review and Amendments
This handbook will be reviewed annually or whenever required by changes in law, company structure, or operational needs. Employees will be notified of any significant updates or new policies introduced. The most current version of this handbook supersedes all previous editions and applies to all staff immediately upon issue.
20. Sickness & Attendance Procedure
Employees who are unable to attend work due to illness must personally notify management by telephone or direct message no later than 6 hours before the start of their shift wherever reasonably possible. Messages sent via colleagues are not acceptable except in emergencies.
Employees must state:
the reason for absence;
expected duration of absence; and
whether medical attention has been sought.
Employees are expected to maintain reasonable communication with management during longer periods of absence.
The company may require a self-certification form for absences up to 7 days and a Fit Note from a GP for absences exceeding 7 calendar days.
Frequent short-term absences, patterns of absence, failure to follow reporting procedures, or suspected misuse of sick leave may result in disciplinary action.