To Examine the Challenges Faced by Migrant Workers in the UK Hotel Sector

Abstract: Migrant workers in the UK hotel industry are often treated unequally, especially those who are working in the housekeeping department. This paper investigates the challenges faced by migrant workers in the UK hotel sector.

Key words: Migrant Workers, Hotel Sector, Housekeeping, Vulnerability, Exploitation

The hospitality industry is highly dependent on EU nationals’ employees; 24% of these are non-British nationals, consisting of 48% are EU nationals and 52% are non-EU nationals. The hotel sector generates profits from the number of rooms they occupy per night; therefore, it is expected that housekeeping members who work on the front line would be treated equally with dignity and respect by hotel managers and human resource managers (HRM). However, migrant workers in the UK hotel sector are often treated unequally compared to their British colleagues due to their legal status and lack of knowledge of their employment rights and work conditions (Alberti, 2014).

Studies show that the hotel industry is often characterised by low pay, low skills, long hours, unsociable hours, and seasonality (Alberti, 2014; Dutton et al., 2008). The characteristics of migrant workers in the hotel industry make them vulnerable because their jobs are usually temporary and part-time work and the majority of migrant workers in the hotel industry are employed through an outsourced agency, not directly employed by the company. A receptionist who is directly employed by the company is more secured than a migrant employed by an outsourced agency working in the housekeeping department because they are working temporarily or in some cases, they are only needed during busy periods.

The role of migrants is usually invisible work because they do not have direct customer contact due to the language barrier and lack of skills, therefore, their work tends to concentrate on housekeeping or cleaning roles. Due to the legal status, lack of knowledge of contracts, and culture; migrant workers are susceptible to being exploited and bullying by their employers because they are unaware of their employment rights and although some may have the understanding of their rights, they are afraid of losing their employment if they raise concerns or issues (Goethals, 2019). Hotel managers seem to favour migrant workers over British workers because they accept poor working conditions, low wages, and a strong work ethic, therefore, hotel managers often take full advantage of migrant workers and exploit them because they seem to be an easy target. This demonstrates that managers viewed migrant workers as weak, which makes them easily disposable and replaceable. Due to the nature of the contract; casual work, temporary work, seasonal work, part-time work, these places migrant workers in a vulnerable and insecure position because they are more likely to be stuck in these types of work conditions due to their legal status.

The housekeeping role is often stigmatised because it is often perceived as women’s work due to the role involves. Society has this ideology that women clean and is caring at home, therefore, this practice is transferred to paid employment in the hotel sector. Not only that housekeeping is for migrant workers but also migrant women. Although this report is not focused on migrant women, however, it is important to note the dichotomy of men’s work and women’s work in the hotel sector and the roles are often gendered because of the society’s perceptions. Housekeeping role is physically demanding, intense work under strict timeframe and mentally draining. Hotel managers and HRM often overlooked migrant workers’ mental well-being and they are often under-appreciated for their work ethic and do not motivate their employees. These aspects could have detrimental impacts on migrant workers’ mental health, and it could affect their performance. Therefore, hotel managers and HRM should motivate, appraise and care for their employees (Goethals, 2019).

It is recommended that hotel managers and HRM to implement the SEE framework (Scrutinise, Engage, Ensure) launched by the Institute for Human Rights and Business and Anti-Slavery International (2020) to ensure that migrant workers are not being exploited. Employers could also provide information about trade unions for migrant workers to ensure they are aware of their employment and contract rights.

References:

Alberti, G. (2014) Mobility strategies, ‘mobility differentials’ and ‘transnational exit’: the experiences of precarious migrants in London’s hospitality jobs. Work, employment and society, 28(6) 865-881. Available from https://doi.org/10.1177/0950017014528403 [accessed 21 April 2020].

Dutton, E., Warhurst, C., Lloyd, C., James, S., Commander, J. and Nickson, D. (2008) “Just like the Elves in Harry Potter”: Room Attendants in United Kingdom Hotels. In: C. Lloyd., G. Mason. And K. Mayhew (eds.) Low-Wage Work in the United Kingdom. New York: Russell Sage Foundation, 96-130.

Goethals, S. (2019) Exploring Migrant Employees’ ‘Rights-Talk’ in the British Hospitality Sector. Business and Human Rights Journal, 4(2) 287-315. Available from https://doi.org/10.1017/bhj.2019.4 [accessed 25 April 2020].

I have chosen this particular topic to commentary on as they are an interesting subject area that raises the issue of the challenges that migrant workers have experience within hospitality industry.

The author has made a strong point of how the hospitality industry depends highly on the migrant workers that focus especially on the housekeeping role. The issue was addressing that majority of employees who are working in this role has experience disadvantages and mistreated from the lack of knowledge about their employment rights which may have to do with their language barrier and no skills required for this occupation. Also, many have become vulnerable as most of the hotels usually give this role as a part-time job and temporary positions that could easily be replaced by a new staff. Therefore, those who are migrant workers may know their right as they have been exploited from working in a long hour shift with a small payment, but unable to complain or claim their right as they could be facing with a high risk of losing their job.

It is aware that the housekeeping role is as important to any other roles within the hotel to ensuring comfort stay and maintain cleanliness for the guests if the rooms are poorly managed this could also affect the business as a whole from customer dissatisfy reviews. There is one the research that may be useful to add on is from FRA (2019), that found the most common issues from this related topic was that majority of migrant workers are faced with the most recurrent problems of underpaying whether by below the legal minimum wage or not matching to the hour worked. The report from FRA (2019) suggested multi strategies by boosting workplace inspections, provide more information of legal advice, most often from victim support organisations and all workers should receive a contract in a language they understand.

References

Alberti, G. (2014) Mobility strategies, ‘mobility differentials’ and ‘transnational exit’: the experiences of precarious migrants in London’s hospitality jobs. Work, employment and society, 28(6) 865-881.

FRA (2019) Protecting migrant workers from exploitation in the EU: workers’ perspectives. European Union, Luxembourg. Available from https://fra.europa.eu/sites/default/files/fra_uploads/fra-2019-severe-labour-exploitation-workers-perspectives_en.pdf [accessed 15 May 2020].