In hospitality, trial shifts have become a common way for employers to evaluate potential hires. While they offer candidates an opportunity to prove themselves in a real-world environment, they also raise important questions: Are these shifts a valuable learning experience, or are they an unpaid labour trap?
Moreover, should they be paid?
This debate creates tension from both sides of the industry, from workers advocating for fair compensation to employers defending the practice as a hiring tool.
As the hospitality sector grows and adapts to changing labour conditions, trial shifts remain contentious, reflecting more significant concerns about workers’ rights and employer responsibilities.
At Chefshare, we have seen both sides of trial shifts. Our team wanted to examine the controversial trial shift, its pros and cons, the legal landscape, and how the industry views this practice.
What Are Trial Shifts?
A trial shift is a “test run” where prospective employees work in real time to showcase their skills. These shifts typically last a few hours or, in some cases, a full day, during which the candidate performs tasks expected of the position they’re applying for.
This might include taking orders, interacting with customers, working in the kitchen, or performing administrative duties in the hospitality industry.
From an employer’s perspective, trial shifts serve as a way to assess a candidate’s fit beyond what a CV or interview can reveal.
They offer insights into how well a person adapts to the team, handles the pressure of a busy kitchen service, which we all know chefs have to manage and maintain professionalism under stress. For candidates, it’s a chance to demonstrate their abilities, gain hands-on experience, and potentially secure a position.
However, the practice raises ethical and legal questions, particularly regarding compensation. Many businesses do not pay for trial shifts, framing them as part of the interview process.
This leaves candidates to weigh whether the opportunity is worth their time, mainly if they perform real, productive business work.
Are There Benefits to a Trial Shift?
Trial shifts offer several benefits, particularly for candidates new to the industry or transitioning to a new role. One of the main advantages is the opportunity to gain real-world experience.
For many, a trial shift allows them to apply theoretical knowledge in a practical setting, learn new skills, and get a taste of the work environment they’re entering.
Additionally, trial shifts can boost confidence. For those who perform well, a successful trial shift can lead to a job offer, giving them immediate validation of their capabilities.
It’s also a way to meet potential colleagues and gauge the workplace culture before committing to a job.
For employers, trial shifts reduce the risk of poor hiring decisions. Interviews and CVs don’t always give a complete picture of a candidate’s abilities or work ethic, especially in a hands-on field like hospitality.
Trial shifts help employers see how well a candidate fits into the team dynamic and whether they can handle the specific demands of the job.
What Are the Drawbacks of a Trial Shift?
Despite the benefits, trial shifts have significant drawbacks, particularly for candidates. The main concern is that many trial shifts are unpaid.
In these cases, candidates may work for hours, contributing to a business’s operation, without receiving any financial compensation. This is especially concerning when candidates perform the same duties as regular employees but are not paid for their time or labour.
For many job seekers, mainly those unemployed or underemployed, the unpaid nature of trial shifts presents a financial burden. Travelling to and from the trial shift, dedicating hours of work without guaranteed pay, and potentially facing rejection afterwards make the process a risky investment of time and energy.
The lack of standardisation in trial shifts also means that candidates may be asked to work for extended periods under the guise of a “trial,” sometimes without a clear understanding of what is expected of them.
In some cases, employers may exploit trial shifts to cover labour shortages, knowing they can receive free labour from eager job seekers.
Legal Perspectives Around Trial Shifts – Are They Legal?
The legality of trial shifts varies by region, creating confusion about whether candidates should be compensated for their time.
The legality of unpaid trial shifts has been a topic of significant debate in the UK. Although the law states that workers should be paid if they benefit the business, there is no strict definition of a “trial shift.”
This ambiguity allows some employers to skirt the requirement to pay, leading to calls for stricter regulation. Similar issues arise in other countries, including Australia and the United States, where labour laws may vary from state to state or province to province.
Regardless of location, legal experts agree that businesses must be transparent about the terms of trial shifts.
If a candidate is expected to work for free, this should be explicitly stated beforehand, and the trial period should be limited in scope. Employers who fail to meet these standards may face legal consequences, including lawsuits or penalties for wage theft.
What Is the Industry’s Opinion on Trial Shifts?
The industry’s opinion on trial shifts is divided, with some employers and workers supporting the practice and others calling for its reform. Many employers defend trial shifts as a necessary part of the hiring process, particularly in an industry as fast-paced and customer-facing as hospitality.
They argue that trial shifts help them hire competent, capable workers who can handle the job’s demands from day one.
On the other hand, workers’ advocacy groups and labour unions often criticise the practice, especially regarding unpaid shifts. They argue that trial shifts exploit vulnerable job seekers, particularly those who may feel pressured to accept unpaid work in hopes of securing a job.
These groups advocate for more explicit regulations that mandate fair compensation for any work performed, including trial shifts.
In response to these criticisms, some businesses have adopted more transparent and fair practices, offering paid trial shifts or limiting the duration of unpaid trials to a few hours.
These companies recognise that while trial shifts are valuable, they must be balanced with respect for workers’ time and efforts.
Trail Shifts – What Is Your Thoughts?
The debate around trial shifts in hospitality reflects broader concerns about fairness, workers’ rights, and employers’ responsibilities.
While trial shifts can offer valuable experience and be an effective hiring tool, the lack of standardisation and compensation often raises essential ethical and legal questions.
As the industry changes, it is important for both employers and job seekers to approach trial shifts with clear expectations and for lawmakers to provide guidance that ensures fair treatment for all parties involved.
Whether or not trial shifts should be paid remains a contentious issue, but what’s clear is that the practice must be handled with transparency and respect for the workers who participate.
Why not speak to our team today about trial shifts and how they can work for you and your business? Alternatively, speak to us about hiring a head chef, sous chef, or chef de parties for your restaurant or bar in hospitality!