Even when paid cash-in-hand, employers are legally obliged to deduct income tax and National Insurance contributions and provide a payslip. You are also entitled to the National Minimum Wage or National Living Wage depending on your age. Working cash-in-hand without these deductions may be illegal and could affect your entitlement to benefits and your future pension.

What are some things to consider when accepting a cash-in-hand hospitality job?

Consider the potential risks of not having proper employment records, such as difficulty proving your work history for future job applications or loan applications. Also, ensure you understand your rights regarding holiday pay and sick pay, even if paid cash-in-hand. It's wise to keep your own records of hours worked and payments received.

How can I verify the legitimacy of a cash-in-hand job offer in the hospitality industry?

Research the employer thoroughly. Check online reviews and social media. If possible, speak to current or former employees. Be wary of employers who are unwilling to provide basic information about the job or the company. A legitimate employer will be transparent about their business practices.

What are my rights regarding breaks and working hours in a hospitality job, even if paid cash-in-hand?

You are legally entitled to rest breaks during your working day and limits on your working hours, as defined by UK employment law. This applies regardless of whether you are paid cash-in-hand. Ensure you understand your rights and that your employer is adhering to them. You should be getting at least the minimum breaks as defined by UK law.

What should I do if I suspect my employer is not complying with employment laws when paying cash-in-hand?

You can report your concerns to HMRC (Her Majesty's Revenue and Customs) if you believe your employer is not paying the correct taxes or National Insurance contributions. You can also contact ACAS (Advisory, Conciliation and Arbitration Service) for impartial advice on employment rights in the UK.