Businesses in the tourism industry are struggling to recruit quality workforces, but paying the Living Wage can benefit employers as well as employees, as Mother Ivey’s Bay Holiday Park owner Patrick Langmaid explains.
Patrick learned about the Living Wage back in 2013 when reading about the Living Wage Foundation (LWF), and says:
“The LWF’s goals chimed with me. I’d always paid above the minimum wage, but here was an independent, ethical organisation that was actively campaigning for better standards for employees.”
Since he started paying the Living Wage, Patrick saw immediate benefits:
“The biggest benefit is in recruiting and retaining employees; paying the Living Wage means we can attract the best talent. This year in particular, we’ve seen some very noticeable benefits from our Living Wage accreditation.
“Despite the overseas workforce being reduced, I am still getting multiple applications for our jobs and can select the best candidate through this. There are huge positive knock-on effects, as our teams are motivated to deliver an exceptional experience for our guests.”
The benefits aren’t just internal – Patrick’s business relies on positive experiences, and paying the Living Wage brings extra appeal to the holiday park:
“We welcome guests from outside Cornwall every year, and they’re very aware of us paying the Living Wage. At a busy time of year, we’ve had exceptionally positive feedback from guests about the
quality of our teams. Paying the Living Wage makes us stand out among the South West’s holiday parks in an industry that isn’t known for its high wages.”
Changing to paying the Living Wage doesn’t happen overnight; for Mother Ivey’s Bay, it took a year of testing before making the switch. Speaking about the changeover, Patrick says:
“The wage increases made by the LWF have been reasonable, and you can change incrementally rather than all at once. If you aren’t paying the Living Wage but might be able to, look at ways to
transition.
“To anybody who is struggling with recruitment and isn’t a Living Wage employer, I would say to look at your workforce as an investment, not a cost. We provide the best quality accommodation for our guests, so why not employ the best quality staff?
“If you are paying the Living Wage, make sure that you join the LWF and are accredited. If I had one message for employers who don’t pay the Living Wage, it would be to treat wages as an opportunity to build your business, not as a cost or a threat to the company. Pay what you can, not what you can get away with.”
Patrick was awarded a Living Wage Champion Award in 2019, and his business is among over 5,000 others across the UK that have voluntarily committed to paying the Living Wage.
The Living Wage Foundation sets the rates and accredits companies who pay it to their staff.