The Thai Tanic Important things to know as our employee

This site is for and by our employees, as a guide to how your days working with us can be even better! On here you will be able to read about your rights as an employee, loyalty schemes, laws protecting you and laws you need to look out for, and how we work to make sure everyone are enjoying what they are doing. Plus some tips for all of us on how we as a team can make everyones workdays better!

Wellbeing Tips & Tricks

8 of our best wellbeing tips

  1. Decompress – Have a sit down, relax and then have a deep breath. – Suggested by Lynn Taylor, a national workplace expert.
  2. Get away from your work desk or work place – Employees should walk around or go into a different environment so they get the full benefit of the lunchbreak. This will help clear employee minds.
  3. Eat – Employees should eat to make sure they have the energy to complete the rest of their shift.
  4. Do the tasks you can’t do in the morning or evening – Some errands such as the post office can’t be completed before or after work as its not open. Getting out the work space will link back to clearing employee minds.
  5. Get to know your co-workers - When working you don’t have time to get to know your co-workers on a friendly basis. Use the lunch breaks to get to know them personally as it makes being at work more enjoyable.
  6. Catch up with old friends – If you have old friends in the area, try to meet up with them in your lunch break. Your personal life is just as important as work life.
  7. Engage in activities that will re-energize you – Take a walk outside, get some fresh air and light. Meditation is also a good method to re-energize you.
  8. Don’t get stuck in a routine – Do something new with your lunch breaks or it will just feel like you’re still working. Have something different to eat, sit with new people. This will help you get the most of your breaks.
Standing for long periods of time

How to cope with standing for long periods of time

  1. Take seated lunches) – Take the weight off your feet and enjoy the break.
  2. Take seated breaks) – Put your legs up, it will help with circulation.
  3. Wear comfortable shoes and socks, i.e. nothing narrow or high heels. – Having shoes that don’t fit or are uncomfortable may cause blisters which will make standing up even harder.
  4. Stand on carpet when available.
  5. Wear shoe orthotics – They are inner shoes which will give arch support for your feet. They will also help with shock absorption.
  6. Regularly replacing shoes – Decreases foot pain.
Stay calm!

5 simple tips to deal with customer complaints:

  1. Stay calm (The issue isn’t related to you personally so don’t take it to heart)
  2. Listen to the customer carefully (Pay full attention to the customer, show you’re keen to help them and do not interrupt them)
  3. Acknowledge the problem – Lthe customer know, you fully understand
  4. Get the hard facts and try to build a relationship with the customer
  5. Find a solution and offer it to the customer. If getting a manager is necessary, please do so.

Employee Rights

Both employers and employees should be well aware of their rights, it is the responsibility of everyone!

If you have a fixed hour’s contract, know your rights!

  • You cannot work an average of more than 48 hours a week unless you choose to “Opt Out”. This “Opt Out” form should be provided in your initial contract. You can choose to change this at any time. The average is calculated over a 17-week period.
  • If you are under 18 you cannot work more than 8 hours a day or 40 hours a week. The average of 17 weeks does not apply to this age group. Hours are calculated week to week.
  • Any overtime work does not have to be paid – unless specified in your contract. However, the average pay for the time worked in the week must not fall below National Minimum Wage; and unless specified differently in your contract, it is not compulsory to work overtime when requested.

If you have a casual contract, know your rights!

  • You are entitled to statutory annual leave.
  • You have the right to look for work elsewhere and accept work from another employer without be penalised.
  • Your employer is responsible for your health and safety.

In general, your employer can offer you time off instead of paying for overtime – also known as “time off in lieu”.

Do you have the right to a break today?

Important rights regarding breaks

  • If you have worked 6 hours or more you are entitled to a 20-minute break.
  • You do not have to be paid for your break – refer to your contract for the details.
  • You have the right to 11 hours of rest between each working day.
  • You have the right to a 24-hour day off every week or 48 hours off each fortnight.
  • Your break must be taken in one go during the middle of the day.
  • Your break can take place away from your workstation.
  • If asked to return to work before the end of your rest break, you are allowed to take the rest of your break later on.

But remember,

  • You do not have the right to take smoking breaks.
  • You do not have the right to demand pay during rest breaks.

Both of the above are determined by your contract.

If you are under 18:

  • You can take a 30-minute break every 4.5 hours worked.
  • A daily 12-hour rest break between shifts.
  • Weekly rest of 48 hours.
Feeling ill?


  • If you are ill for longer than 7 days, you need to provide a fit note (also referred to as a sick note) to show you aren’t well.
  • If you cannot get this note, you may be asked to fill out a self-certification form to when you return to work.
  • Upon your return to work, you have the right to reasonable adjustments in your working environment to cater for you.

Legal Requirements of the Restaurant

Key laws

  • The General Food Law Regulation (EC) 178/2002 is directly applicable EU legislation and provides the general principles of food safety which include the requirement on food businesses to place safe food on the market, for traceability of food, for presentation of food, for the withdrawal or recall of unsafe food placed on the market and that food and feed imported into, and exported from, the EU shall comply with food law. See the guidance on General Food Law Regulation (EC) 178/2002.
  • The Food Safety Act 1990 (as amended) provides the framework for all food legislation in Britain – similar legislation applies in Northern Ireland. See the guidance for food businesses on the Food Safety Act 1990.
  • In Scotland and Wales, The General Food Regulations 2004 (as amended) provides for the enforcement (including imposing penalties) of certain provisions of Regulation (EC) 178/2002 and amended the Food Safety Act 1990 to bring it in line with Regulation (EC) 178/2002. Similar legislation applies in Northern Ireland.
  • In England, The Food Safety and Hygiene (England) Regulations 2013 (as amended) provides for the enforcement (including imposing penalties) of certain provisions of Regulation (EC) 178/2002.

(Food Standards Agency website)

It is important to develop and build an effective food safety management system/Food safety labelling

  • Most premises will receive routine inspection at least every 6 months’ others much less than this. However, how often inspections take place depends on the potential risk to people’s health. If something goes wrong and this depends on the type of food being handled and the type of processes that are carried out before the food is sold or served to the public (Foods standards Agency).
  • Do not need to make appointment or give notice and will inspect you during ‘reasonable hours’.

Food Hygiene Rating Scheme

‘’Reflects the standards of food hygiene found on the date of inspection or visit by the local authority’’
  • Each business is given their hygiene rating when it is inspected by a food safety officer from the business’s local authority. The scheme is run by the Food Standards Agency in partnership with local authorities in England, Wales and Northern Ireland.
  • Rating go from 0 to 5 (bottom to top) /Given sticker/ certification / app available to check
  • Chilled food must be kept at 8°C or below, except for certain exceptions.
  • Most workers who work a 5-day week must receive 28 days’ paid annual leave per year. This is calculated by multiplying a normal week (5 days) by the annual entitlement of 5.6 weeks. (GOV 2017)
  • The law does not state a minimum or maximum temperature, but the temperature in workrooms should normally be at least: 16°C or 13°C if much of the work involves rigorous physical effort.

Employee Benefits, Loyalty and Allowance

Rewards for Loyalty

  • Employees that have been loyal for 5 years will receive a loyalty discount (raised from 10% to 20% off) for food and drinks purchased off shift.
  • Employees that have been loyal for 10 years will receive a high-street gift voucher.
  • Employees that have been loyal for 20 years will receive an end of year bonus and one bonus week of paid holiday at the end of their 20th year.

Holiday Entitlement

  • Employees are entitled to 5.6 weeks of holiday per year unless stated otherwise in their contract.
  • For more contract-related facts please visit our Employee Rights page.
Something to look forward to

Benefits Packages

  • At the end of each year, we will organize a party to celebrate achievements, announce our performance table winners and recognize outstanding employees.
  • All members of staff will receive 10% off their food bill when not on shift, and one free meal when on shift. They are also entitled to free, unlimited drinks when on shift.
  • Every month, if sales targets are met, a percentage of earnings will be put towards a staff occasion – ranging from a meal out to a staff retreat.


Managing Communication Between Managers and Employees

  • Balancing between friendly and official relationships
  • Ensure working conditions are fair for both managers and other employees
  • Managers should ensure that all changes made are discussed at all levels of the business and take into consideration the implications of the change to all employees

Communication Between Different Branches

  • Communication should be consistent between different branches. What one branch experiences may be valuable to the operation of another branch.
  • It is recommended that management meet up regularly to discuss the actions and ideas of employees to ensure all employees across the business have the best chance of success.
  • Sharing difficulties in performance can be positive as it allows other branches to prevent the same fault.
  • Consider mixing teams with other branches to experience how every team works in different situations.

Communicating New Ideas

  • A meeting once a month may help communication between managers and other employees. In these meetings, any ideas may be discussed.
  • A spokesperson could be nominated to carry ideas from lower in the hierarchy to managers.
  • Rewards may entice new ideas.

Barriers to Overcome

  • Language barriers may make communication difficult. Diversity and inclusion ensures everyone gets equal opportunities therefore learning to communicate with those different to yourself is important.
  • Always think positively, and remember – manners can be understood in all languages!


You are the right person for the job!

If you are currently working with us, know that you have been picked for a reason!

  • Picking the right people for the job is not only important for the success of the business, it is important for you as an employee
  • Working at a place you do not feel you belong, you are not comfortable doing or you lack interest can be a really bad experience
  • As you are currently working here, it means that we have carefully selected you ahead of several other people, and we see a potential in you
  • The goal is for every single employee we hire to improve and strengthen our team

In the selection process, we especially focus on these aspects:

  1. Past experience - if you can show that you already know how the processes work, you can handle the stress and still deliver maximum quality and service, then that makes us very confident that you can handle the challenges here at the Thai Tanic.
  2. Emotional intelligence - at our restaurant, we believe all customers should be treated as friends with exceptional customer service, being able to entertain conversations and understand customer needs is an important part of that
  3. A positive attitude - things can get tough, and we want to all still keep our heads up and deliver the best we can
  4. Education or previous learning from other fields
  5. And lastly, we use the interview to get to know you and see if we feel like you will be a good fit into our family - and with you there was no doubt!
Lots of training


If we as managers fail to recruit the right people, it will create difficulties for the company in terms of lessened quality for customers, not as good customer service, bad reputation and a less positive work environment.

That we do not want. So in addition to spending more time and putting extra effort into the selection process, the second part of recruitment is the training.

  • We want you to have access to all the information there could possibly be about our business, about our history, our food, our processes and all of our manuals, so that you get the option to choose yourself whether you want to read it all at once or learn by doing and picking it up eventually
  • We give all our employees a tutor/guide, which is an employee that works in the same field as you, but has been here for a while. He or she will show you around and answer all the questions you could possibly come up with
  • Your first days at our restaurant we want to ease you into the work flow, and you will not be given too many responsibilities, and there will always be someone near you whom you can ask questions and that can show you how things can be done the most effiencetly and safely


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