Restaurant General Manager Employment Contract Template for England and Wales

A Restaurant General Manager Employment Contract is a specialized employment agreement that governs the relationship between restaurant owners and their senior management staff. This contract goes beyond standard employment terms to address the unique challenges of restaurant operations, including food safety compliance, staff supervision, and business performance metrics.

When do you need this document?

You need this contract when hiring a general manager for your restaurant, pub, or food service establishment. It's essential when appointing someone to oversee daily operations, manage staff, ensure food safety compliance, and drive business performance. The contract is particularly important for multi-location restaurant groups, franchisees, or independent establishments seeking to protect their investment and establish clear management accountability. You'll also need this document when promoting internal staff to management positions or when restructuring your management team.

Key legal considerations

The contract must clearly define the manager's operational responsibilities, including staff management, financial oversight, and compliance with food safety regulations. Key clauses should address confidentiality obligations, non-compete restrictions, and intellectual property protection for recipes, customer lists, and business processes. Performance targets and termination procedures require careful drafting to avoid unfair dismissal claims. The contract should specify working time arrangements, given that restaurant managers often work irregular hours, and must comply with Working Time Regulations while addressing the operational needs of the business. Remuneration structures, including base salary, performance bonuses, and benefits, need clear definition to prevent disputes.

Legal requirements in England and Wales

Under the Employment Rights Act 1996, you must provide written particulars of employment within two months of the start date. The contract must comply with the National Minimum Wage Act 1998 and Working Time Regulations 1998, particularly regarding maximum working hours and rest periods. Equality Act 2010 compliance is essential to prevent discrimination claims. Food Safety Act 1990 and Food Safety and Hygiene Regulations 2013 requirements must be incorporated, as general managers typically hold legal responsibility for food safety compliance. The contract should address statutory holiday entitlements and sick pay obligations under relevant legislation. Employment Relations Act 1999 considerations apply if the restaurant recognizes trade unions or has employee representation arrangements.