The Spirit of Speyside Whisky Festival is committed to advancing the Fair Work First criteria, specifically:

1. We have an appropriate channel for effective employee voice

  • We engage in constructive dialogue with our employees to address workplace issues and disputes.
  • Employees are offered supportive contact with their supervisor. Where this is not appropriate, the Chairperson of the Board, and also the Company Secretary, are available for employees to discuss any concerns.
  • We have measures in place to support employees in the workplace and have zero tolerance of bullying and other forms of abuse and harassment.
  • We have Teams calls every week, due to the remote working practice of the employees, in order that everyone has a chance to bring any concerns, requests for help, updates to the table.
  • All members of the Exec Team attend the bi-monthly Board meetings. This gives each of them their voice at a senior level.

2. We invest in workforce development

  • We provide learning opportunities for employees at all levels in the Organisation
  • We are committed to providing opportunities for young people and are Young Persons Guarantee employers
  • Formal and informal learning is offered and encouraged across the workforce, relating to specific roles as well as wider development

3. We do not use zero hours contracts inappropriately

  • Supply and casual contracts are only used when necessary and workers on these contracts are not obliged to accept work when this is offered
  • We do not use supply and casual contracts to fill longer term vacancies

4. We take action to tackle the gender pay gap and create a more diverse and inclusive workplace

  • We support flexible working across the Organisation, offering a wide range of flexible working patterns
  • If an employee receives a short time-frame terminal diagnosis, we will work with them to consider how we manage an appropriate outcome

5. We commit to paying the Real Living Wage

  • We are an accredited Living Wage employer

6. We offer flexible and family friendly working practices for all workers from day one of employment

These include

  • Part time and term time working arrangements, which gives flexibility for parental/carer responsibilities

7. We oppose the use of fire and rehire practice

  • We only consider effecting change where there is a legitimate business need
  • We strive to achieve change through agreement

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