All views expressed in salonfocus are not necessarily those of the NHBF. All efforts have been taken to ensure the accuracy of the information published in salonfocus However, the publisher accepts no responsibility for any inaccuracies or errors and omissions in the information produced in this publication. No information contained in this publication may be used or reproduced without the prior permission of the NHBF.
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WE WELCOME THE NEW PRIME MINISTER AND HIS GOVERNMENT
We have definitely seen a summer of change, but I am looking forward to this autumn quarter to see what it holds.
The change in government is probably the most notable event, and we welcome the new prime minister and his Labour government. I’m particularly interested in the launch of Skills England, which aims to bring together key partners to meet the skills needs of the next decade across all regions. You can read more on what the new government means for the sector and the NHBF on page 26, where our policy and public affairs director Rosina Robson explains more.
Continuing the theme of change, our cover feature considers the future of the hair and beauty sector and what could be in store for Members and their businesses. Top industry professionals, as well as longstanding NHBF Members, offer their thoughts on what the sector could look like in the next five to 10 years.
include a focus on the festive season (page 29) and what you could do differently to boost it. We take a look at ‘out of the box’ ideas for making extra income in our side hustles feature (page 41). And we have launched our Recognition Campaign to celebrate some of our longstanding Members, like Clive Boon whose business has had membership for 80 years – see page 17 – where we also recognise former Board members who have stepped down.
An event to look forward to this autumn is the NHBF’s Top 100 Influencers Index 2024. I’m so excited to see who has made the list and taken the number one spot. The ceremony will take place online this year on 18 November, so keep an eye out for more details as they are released. Good luck to all who entered!
Other encouraging topics covered in this packed issue
NHBF CHIEF EXECUTIVE CAROLINE LARISSEY
NHBF COMMENT
NHBF chief executive Caroline Larissey says:
‘Many sector businesses have benefitted from business rates discounts and support on energy costs but further targeted support to small and micro-employers will be needed, including the proposed Growth and Skills Levy to unlock the sector’s full potential. This would allow sector businesses to grow and provide valuable employment.
‘The rise to the VAT threshold announced in the Spring Budget benefitted many sector businesses but further reform is needed to support the sector into the future.’
SLOW AND STEADY RECOVERY
The
NHBF’s latest State of the Industry Survey results reveal the continued slow yet steady recovery of the sector.
Carried out in July, the quarterly survey’s results highlight the ongoing challenges faced by businesses, with a significant sector concern being the lowkey recruitment intentions. However, survival prospects are more positive, and growth intentions remain stable.
Here are the key findings:
Profit/loss
● 45% of sector businesses are making a profit and 45% are breaking even. There has been a slight rise in businesses making a loss – 16%, up from 12% in April.
● 58% raised their prices (down from 66% in April). A further 46% will do so over the next three months.
● 55% are either partially or completely reliant on government support.
Business costs
● 70% of businesses are most concerned about increases to the National Minimum Wage/ National Living Wage. Energy costs are second at 61%, then trade supplies at 59%.
● In response to these costs, 48% are putting up prices, 47% are holding off taking on new staff/apprentices, and 24% are reducing staff hours.
● Debt levels remain high; 53% of businesses are in debt.
Staffing
● Recruitment intentions remain muted; 20% were definitely or likely to take on new staff in the next three months (up from 16% in April). Only 15% would take on apprentices.
The future
● 55% of businesses are expecting turnover to stay the same over the next three months (up from 49% in April), while 28% expect it to increase.
● 76% are confident of their survival over the next six months, but 21% are not sure.
● 43% are intending to grow the business either rapidly or moderately; 41% will stay the same size, while 16% are planning to downsize or hand over the business.
Read more at nhbf.co.uk/ soi-report-july-2024
2 NEWS IN NUMBERS
TWEAKMENTS PEAK
Figures from market researcher Mintel reveal the extent to which the UK’s young people are embracing injectables.
The research shows:
13% OF BRITS
aged 25 to 34 have had anti-wrinkle injections (compared to a national average of 7%)
ONE IN SIX BRITS
aged 25 to 34 are interested in having a facelift
28%
OF YOUNGER MILLENNIALS
(aged 27 to 33) have had two or more surgical procedures – ranging from hair transplants to facelifts.
And anti-wrinkle injections are growing in popularity among young women, with a quarter (23%) aged 18 to 34 reporting their interest in the tweakment, compared to just one in 10 (10%) Brits in total.
INCLUSIVITY COUNTS
Lacking cash reserves could be placing more than 100,000 UK small businesses at financial risk, data from card payment specialist Dojo suggests.
The report found that:
2% of small- and medium-sized enterprises (SMEs) surveyed lack any cash reserve, which could equate to 110,940 UK SMEs.
1/3
Almost a third (30%) cited soaring costs as their biggest challenge, with 36% responding by raising their prices.
1 in 6
SME owners were unsure of the meaning of the term ‘cash runway’, which refers to the number of months a business has until its cash runs out.
A business accounts expert recommended to Dojo that small businesses maintain a cash reserve of at least three to six months’ worth of operating expenses.
Almost two-thirds (65%) of LGBTQIA+ consumers feel represented in the mainstream hair and beauty industry, research suggests, indicating that more work is needed to improve inclusivity in salons and shops.
The survey, by salon software brand Vagaro, also found:
• 62% of respondents said hair plays an important role in their gender expression
• 63% said they have become much more comfortable in their outward gender expression over time
• 30% of participants (particularly Gen Z) said LGBTQIA+ representation is important when choosing a salon.
Despite receiving widespread interest, with 108m TikTok views and a 400% rise in global Google searches over the last five years,
KOJIC ACID
HAS BEEN PLACED UNDER NEW RESTRICTIONS
Concerns over high-strength kojic acid formulations in skincare have prompted the introduction of The Cosmetic Products (Restriction of Chemical Substances) (No 2) Regulations 2024, meaning use of the ingredient ‘will be allowed up to a maximum concentration of 1% in face and hand products’. The limits apply to all cosmetics sold in the EU and the UK from April next year.
SPA NO-NOS
What do clients consider unacceptable in spa settings?
A survey by Hekla Saunas sought to find out. The top three no-nos were:
➤ GOING COMPLETELY NUDE 52%
➤ HAVING RELATIONS WITH A LOVE INTEREST 41% ➤ GETTING DRUNK 39%
And, interestingly, while 45% of female respondents found ‘women going topless’ unacceptable in spas, just a quarter (26%) of men said it was an issue.
CASH POOR
KOJIC CLAMPDOWN
APPRENTICESHIPS
TOP 100 APPRENTICESHIP EMPLOYERS 2024
A ‘flash bob’ of models and clients sporting Vidal Sassoon’s classic bob cuts was seen making its way around London to celebrate the brand's 70th anniversary, as well as its new academy and salon in Soho.
NHBF Members rank in the top 50!
TIndustry icons have been honoured by the King for their longstanding contributions to hair and beauty. Eve Taylor, 92, owner of the eponymous skincare brand, has been given a damehood for her services to business.
he Top 100 Apprenticeship Employers and Top 50 SME Apprenticeship Employers for 2024 were announced in July. The rankings celebrate England’s outstanding apprenticeship employers, recognising their commitment to creating new apprenticeships, the diversity of their apprentices, and the number of those who successfully achieve their apprenticeships.
The NHBF Members who appeared on the list include:
● Less than Zero Barbers – ranked 15
● Daniel Galvin – ranked 20
● Collinge & Co – ranked 45
Charlie Collinge, managing director of Collinge & Co in Liverpool, said: ‘Throughout our long history we have been committed to the employment
Could one-stop barbershops become a staple? A Bury-based barber has reported training in administering vitamin B12 injections – as well as anti-wrinkle injections – to meet clients’ wellness and aesthetic needs, predicting a rise in the trend.
WHAT’S HOT, WHAT’S NOT 4
Apprenticesh 50 S ng appre r salo
and training of apprentices. The majority of our salon teams joined us as apprentices, and we are proud to have received this recognition.’
In addition to this fantastic news, Collinge & Co Training was also awarded an Outstanding grade from Ofsted following an inspection in June 2024, ‘recognising the commitment to providing exceptional hairdressing apprenticeships’. Collinge & Co Training provides training to apprentices across the Liverpool City Region, Greater Manchester and Lancashire who are employed in more than 100 local salons, as well as their own Collinge & Co Salons.
Read more on apprenticeships and from Less Than Zero Barbers in the apprenticeships feature on page 32.
Beauty businesses suspected of employing illegal workers will soon be targeted by immigration officers, home e Cooper has suggested, to ‘focus on employers who are fuelling the criminal gangs by exploiting and facilitating illegal working’.
Mor o mp mi employi targeted b secretary Yve ‘focus on em trade of cr facilitati
a third (37%) of Gen Z consumers feel overwhelmed by choice when buying skincare. The finding, by Tropic Skincare, comes as searches for ‘easy skincare soar by more than 1000%.
routine soar more t I re co an su of los wh es across ater ho are al linge ps and e 32.
Influencer fatigue is real, according to young consumer behaviour analyst YPulse. Its data suggests more than half of people aged 13 to 30 lose trust in an influencer who posts too many ads. loying w imm ett
MEET THE INFLUENCER
JOSEPH I’ANSON
Award-winning hairstylist Joseph came second in the NHBF’s Top 100 Influencer Index 2023.
HOW DID YOU FEEL COMING SECOND?
It was amazing. The year before I placed 19th, so to get second this year – I was blown away!
WHERE AND HOW DID YOUR CAREER BEGIN?
I work at Mark Leeson in Mansfield. I started there when I was 16, straight from school, but I actually started hairdressing when I was 13. I got a Saturday job, but I’d also do Fridays after school. I just loved it – I knew that’s where I wanted to be.
DID YOU SET OUT TO BECOME AN INFLUENCER?
It came about during lockdown. I had nothing to do, and because I hated ‘hair-ups’ and was petrified of doing them, I purchased a mannequin head and I just kept practising. I got good and decided to film and post my work, which eventually went viral.
@JOSEPHIANSON STATS
IG followers: 410k
TT followers: 378.9k
TT likes: 7.4m
HOW DO YOU GET YOUR CONTENT SEEN?
You’ve got to be 100% consistent. I post on my stories every day – sometimes I’ll do a reel and then a post, and the post is always a still of the reel. This is so people can use my page like a catalogue. They can look at the picture and then the video is there next to it, which is really handy. I’d also suggest finding a niche – mine is glamorous, sexy and feminine ‘hair-ups’.
WHAT INFLUENCES YOU?
I’ve got lots of books on hair, going all the way back to the 80s, 70s and
even 60s. I like to look through them for inspiration to recreate – but not exactly as it was. I see how I can do it for 2024.
WHO DO YOU FOLLOW ON SOCIALS?
I follow an eclectic mix, but I love to follow fellow hairdressers like celebrity hairstylist Carl Bembridge (@carlbembridgehair). He creates some beautiful hair, which is so glamorous. And influencer Alex Gaboury (@alexgaboury) is great at doing hair tutorials on herself.
WHAT DO YOU LOVE ABOUT WHAT YOU DO?
I love my little following and community. People message me for tips, and I try to respond to them with either a video, pictures or little tips and tricks. I enjoy creating content to show and encourage others that ‘hair-ups’ aren’t scary and they are easy to achieve.
WHAT WORK ARE YOU MOST PROUD OF?
Winning BHA’s Eastern Hairdresser of the Year three times has been a career highlight, but coming second in the Top 100 has felt really special because it was all my own work – it has been just me in my little room upstairs doing everything, and it’s amazing that it has been recognised. It’s a real achievement for me.
WHAT’S PLANNED FOR THE FUTURE?
I’d like to create my own range of hair-up paraphernalia like combs, clips and grips, even if it’s small and niche. I also want to keep doing more collaborations.
THE TOP 100 2024
Don’t miss out on the Top 100 ceremony to crown the next top influencers on 18 November – stay tuned for more info!
THE NHBF PRESENTS
TOP 100 INFLUENCERS 2024
WHO HAS MADE THE CUT?
To find out who has topped the list for 2024, tune into the Top 100 Influencer Index reveal on 18 November with award ceremony host, and last year’s #28, Norman Boulton.
Join us to celebrate the individuals who are helping shape the sector for the better through their influence on social media.
Watch the NHBF’s social channels for further details!
6
GIVE ME FIVE
NHBF marketing content writer Farooq Ali shares his top five tips for content writing.
Content writing can be a gamechanger for salon, barbershop and clinic owners looking to attract new clients and retain existing ones. High-quality content can help to establish your brand, showcase your expertise and engage with your audience.
1
KNOW YOUR AUDIENCE
Understanding your audience is the foundation of effective content writing. It helps you to determine who your ideal clients are and what they are interested in. Are they looking for the latest hair trends, hair and skincare or business advice? Tailor your content to meet their needs and preferences. Use a conversational tone and language that resonates with them.
2
USE VISUALS
Visuals are incredibly powerful in the hair and beauty sector. Incorporate high-quality images, videos and infographics into your content. Before and after photos, step-by-step tutorials and video demonstrations can make your content more engaging and easier to understand. Visuals help to break up text and keep readers interested.
3
SHARE EXPERTISE AND TIPS
As a hair and beauty business owner, you possess a wealth of knowledge about your industry and running a business. Share your expertise by writing informative articles, ‘how to maintain a look’ guides and tips. For example, you can create content on recommended products to use to maintain hair colour between salon visits, the benefits of following specific skincare routines, or the latest nail art trends as food for thought for your next visit. This not only positions you as an expert and enables you to broaden your sales opportunities, but also provides valuable information to your audience.
4 BE CONSISTENT... AND REGULAR
Consistency is key when it comes to content writing. Develop a content calendar
and stick to a regular posting schedule. Whether it’s weekly blog posts, monthly newsletters or daily social media updates, consistency helps you build trust with your audience. It also improves your search engine rankings, making it easier for potential clients to find you online.
5
OPTIMISE FOR SEO Search engine optimisation (SEO) is crucial for increasing your online visibility. Use relevant keywords that your audience is likely to search for, and include them naturally in your headlines, subheadings and throughout your content. Use meta descriptions, alt tags for images and internal links to improve your SEO. This will help your content rank higher in search engine results, driving more traffic to your website.
FAST, FREE SAMPLES WIDE COLOUR CHOICES
CONIGURATOR TOOLS
3 YEAR WARRANTY
UNRIVALLED AFTERSALES
SALON DESIGN SERVICE
DOORSTEP DELIVERY
MEMBER FOCUS
THE QUEEN OF COPPER
Highlighting how reds are not just for autumn, NHBF Member and multi-award winning colourist and educator Rachael Lomax shares her specialist salon story.
HISTORY
I started as an apprentice when I was 17. Colour was my ‘thing’ from the first day and while on my first L’Oréal course, I was sold on education. It became my goal to own a salon and provide education.
Copper Queen was established in 2008. Over the years I have had staff, but I have pivoted my business and I run the salon and the education courses on my own.
My specialisation in reds came during lockdown when I realised that there wasn’t education solely around coppers. I researched and built my knowledge, looking at the science and diving deeper into the colours.
USP
While coppers and reds are my specialist area and predominantly what I do now, I obviously work on all colours. The idea that ‘copper is only for autumn’ is not correct – there’s a copper for all seasons. It can be adapted, and that’s what I teach.
I’ve created a unique way of doing my consultations and swatching – I don’t go with the shade chart, I create my own swatches. Also, my services aren’t individual, they’re packaged (many are bespoke), so there’s no hidden cost or agenda – it’s all done on time. I also include a home maintenance programme with the bigger packages.
CLIENTELE
My clients love the packaged services because it gives them a clear vision for what they’re getting. They also love to hear about the science behind their colours – I’ve been called a wizard a few times! When they sit in the chair, they say they feel more inspired to do whatever I want for them. They’re very open-minded and are keen to know what I have formulated.
Generally, I have two to three clients a day. I like the fact that I get that one-on-
FOCUS FACTS
Salon name: Copper Queen
Established: 2008
Owner: Rachael Lomax
Location: Thetford, Norfolk
Web: copperqueen.co.uk
IG: @copperqueeneducation
one time with them, as it’s slightly more personal. I explain every single detail and there’s no sugarcoating anything. I explain the processes and it gives the client the confidence in what I do, so they’re never afraid to try different things. It’s a safe space and they feel very comfortable.
BEING AN NHBF MEMBER
During lockdown, being a Member helped massively with getting the systems and processes in place. It was also fantastic when I had staff, as I used it for contracts and key information. Overall, it gives you professional representation. When you call with a question, or because you’re not sure about something, everyone at the NHBF is so personable and helpful – it’s like you’ve got a business coach in your pocket. If they don’t have it, they’ll always point you to where you can find it.
SHARE Y0UR STORY
If you’re an NHBF Member business and want to share your journey or experience as a Member, get in touch. Email hollie@salonfocusmagazine.co.uk
YOU ASKED, THEY ANSWERED
I have a self-employed stylist in my salon and there have been a few complaints about their work – what should I do?
Amanda LodgeStewart, NHBF president and founder and director of The Link Training Academy, says: Self-employed practitioners are responsible for their own work and must deal with their own complaints. It must be made clear to clients before the service begins that the practitioner is self-employed. In my salon, all self-employed staff make their own appointments – I do not have access to their appointment systems or client details, so it is clear from the outset that they are self-employed.
My experience is that self-employed staff are often inexperienced at
dealing with complaints – they have usually come from a salon where a manager will take charge and deal with them. This can be problematic for the owner of the salon where they are renting a chair, and can reflect badly on the salon if handled poorly.
The NHBF has a useful guide to dealing with client complaints, which Members can download from the link at the bottom of the page.
One of the most important things is that self-employed stylists and barbers understand the law in relation to complaints: the Consumer Rights Act (England and Wales) 2015. They should do their best to put things right by offering to redo all or part of the service, offering a full or partial refund or paying for the client to have
things put right somewhere else at a reasonable cost. Of course, it helps if the stylist or barber has someone who can offer a second opinion, such as another stylist or salon owner.
Mark Coray, former NHBF president and Board member, and owner of Coray and Co in Cardiff, says: It’s tricky because the self-employed stylist is their own business – but if they operate in your salon and their work is receiving complaints, there’s a link to your business, and you obviously want to maintain a good salon reputation.
First, I’d have a conversation with the stylist and explain the situation. I’d ask them what has happened and how they plan to deal with the issue. If they still don’t change or attempt to retrain or develop their skills, and continue to receive complaints, then you may need to consider terminating their rental contract. I would advise checking the contract’s terms and conditions, which you both should have signed, and the notice period to make sure you are following the contract with regards to ending it.
Check out the NHBF guides at nhbf.co.uk/salon-owners-guide and nhbf.co.uk/complaints-guide
OUT AND ABOUT WITH THE NHBF
Take a look at what members of the NHBF team have been up to since the last issue.
VTCT Awards
It was truly inspiring to see our sector’s incredible talent celebrated at the VTCT Excellence Awards 2024 – and we’re especially proud of NHBF president Amanda LodgeStewart for her well-deserved commendation.
The opportunity to connect with industry leaders was also invaluable. Congratulations to VTCT for a fantastic event, and here’s to continuing to elevate standards together!
Whitehall visit
NHBF director of policy and public affairs Rosina Robson caught up with the Department for Business and Trade at the Old Admiralty Building near Whitehall, to discuss the new government’s agenda and priorities for the hair and beauty sector.
Low Pay Commission
In July, NHBF staff went to London to participate in a formal oral evidence session with the Low Pay Commission (LPC). We submitted a comprehensive written submission to the LPC (which advises the government on wage rates), based on our State of the Industry Survey and collated industry statistics. We have called for restraint on wage rises, counteracted by employer support for apprentices. This submission has also been shared with the government to underscore our concerns.
Coiffure EU
The NHBF went to Brussels! We had a very positive meeting at the General Assembly of Coiffure EU (the European association of national employers’ organisations in hairdressing), where we shared insights on key issues such as skills, apprenticeships, recruitment and government relations. Right now, we’re focusing on the economy, education and sustainability to move the sector forward.
Small business debate
The NHBF was honoured to participate and ask a question at the Small Business Hustings in June. Organised by the Federation of Small Businesses, the Institute of Chartered Accountants in England and Wales, and Enterprise Nation, it was a delightful event that allowed the business community to explore the main political parties’ policies on finance, late payments and skills.
Haircon
Back in June, NHBF chief executive Caroline Larissey shared the stage with Vagaro and its CEO Fred Helou at Haircon, where they discussed the hairdressing industry’s present and future.
BUSINESS IN A BOX
The new NHBF Business in a Box Health and Safety Packs contain the necessary resources that every hair and beauty business need.
Offering Members a comprehensive health and safety solution for their salon, barbershop or clinic, this series offers expert advice and guidance all assured by the NHBF and Primary Authority.
By applying these resources, business owners can work confidently, knowing they have access to everything they need in one convenient place.
There are two packs available – one for hair salons and barbershops, and one for beauty salons and aesthetics clinics.
The full pack can be
downloaded and is free to Members. Both packs are also available to purchase as printed versions, and are delivered in a smart, conveniently designed folder that keeps all the vital information you need to hand.
The toolkit is available to purchase and comes with the first aid kit, posters and other materials.
Find out more at nhbf.co.uk/ business-in-a-box
Stepping down
While we have welcomed new NHBF Board members recently, we have also had to say goodbye to some longstanding members whose tenures have come to an end.
We’d like to thank former NHBF president and Board member Mark Coray for his nine years involved in the organisation. We would also like to recognise Kevin Huggins for his nine-year tenure and Carolyn Sweeney for her five years on the Board.
Recognition campaign
To celebrate some of its longstanding Member relationships, the NHBF has launched its Recognition Campaign.
Kicking off in Retford, Nottinghamshire, NHBF chief executive Caroline Larissey went to Boons hair salon to meet owner Clive Boon and uncover the remarkable story behind his family’s 80 years of NHBF membership.
Clive said: ‘Being part of the NHBF has a been a family tradition for three generations. The support and guidance we’ve received over the decades has been invaluable.’
BUSINESS LIVE
The NHBF is once again sponsoring the Business Live stage at this year’s Salon International, taking place at the Excel, London between 12-14 October.
With numerous sessions covering a variety of trending topics, our professional panels will be on hand to discuss the issues impacting the sector and offering advice to help you with your business planning for 2025 and beyond.
Come say hello at stand T170 where you can meet our Board members and ask any questions you may have about your NHBF membership or business support.
Don’t miss out – make sure you book your tickets at salon2024.showhub.live/home
TABOLD NEWERA
What will the UK hair and beauty sector look like in the next five to 10 years?
he UK hair and beauty sector, since the pandemic, has been through an unprecedented amount of change.
In the 12 months to March last year, NHBF statistics showed that 870 more hair and beauty businesses (barbershops, beauty salons and nail bars) opened in the UK – a growth of 2%. In that time the sector turned over £4.56bn. So far, so good for a sector forced to shut for months on end in 2020 and 2021.
However, total workforce also declined by 18,647 (7%) in that time, as well as the number of sector professionals and businesses on the high street. And the number of 16- to 24-year-olds working in the sector fell by more than a third in 2022.
‘The culture of the sector has shifted noticeably, especially in how hair and beauty businesses structure their operations,’ says Amanda Lodge-Stewart, NHBF
president and director of The Link Training Academy in Huddersfield. ‘We are now seeing a diversification of employment models.’
Hybrid options allow professionals to choose between being employed or self-employed within the same establishment. Some businesses are wholly employed or self-employed.
The popularity of mobile hairdressing, which rose during the pandemic, ‘remains strong but is beginning to stabilise’ because most clients appreciate the in-salon experience and professional environment, says Josh Goldsworthy, stylist at Goldsworthy’s Hairdressing Group. ‘This trend is likely to coexist with traditional salons, offering clients more options to suit their preferences and lifestyles.’
What is the impact on the sector?
The self-employment model reduces fixed costs such as salaries, benefits and training, attracting a diverse
WORDS ANNA SCOTT
range of talented stylists with a variety of skills, and allowing owners to focus on providing space and resources. It’s also brought increased competition from independent stylists, who offer personalised services that are often at a lower cost.
‘The traditional salon model, which often relies on a stable team of employees, is disrupted by the high turnover rates associated with chair rentals and mobile businesses,’ Josh says. Clients may find it harder to build long-term relationships with stylists, and the financial burden of benefits and training is shifted from the salon owner to individual professionals, he adds – ‘potentially leading to a less stable workforce’.
Additionally, fewer salons have the capacity or willingness to invest in training. ‘Apprenticeships traditionally rely on a structured environment where trainees can learn and develop under the guidance of experienced professionals,’ Josh notes.
The rise in the apprentice minimum wage makes it less attractive for some salons to take on apprentices, according to Jamie Brooks, co-founder of Brooks & Brooks in London. ‘Colleges are desperate to place students but not all salons are employing them,’ he says. ‘And self-employed stylists do all their own assistant work, so there are fewer opportunities.’
ARE BARBERS BUCKING THE TREND?
Figures suggest barbers in the UK are thriving – more than 58% of men visit one regularly, up 16% on the previous year. In addition, they are the fastest-growing retail sector, with 2300 opening in Britain in 2023, according to the Local Data Company.
Richard Marshall, NHBF Board member and founder and owner of Pall Mall Barbers in London, suggests several reasons for this growth. Shorter haircuts and beard
What can salons do?
Jamie’s salon is open six days a week, with some late finishes, and he gives staff members ‘golden weekends’ to take off. ‘We are in the middle of Covent Garden, so our hours are different,’ he explains. ‘For many, the 9am to 6pm, Tuesday to Saturday doesn’t work anymore, and salons need to adapt.’
Josh’s salons are open four days a week. ‘The traditional Tuesday to Saturday model is likely to evolve to include more evening and weekend hours to accommodate clients’ busy schedules,’ he notes. ‘Salons might start providing amenities like Wi-Fi and quiet workspaces to accommodate these people.’
He believes professionals should diversify by expanding their skills and service offerings, providing, for example, bridal hair or hair extensions. ‘They should adopt sustainable practices and ensure inclusivity by catering to diverse hair types,’ he adds. ‘Networking and partnerships with local businesses, participating in industry events, and joining professional groups can also be beneficial.’
Salons, barbershops and clinics should also use a mix of social media content to promote their businesses, according to Sam Turner-Meyern, NHBF digital marketing director.
trims need to be trimmed often, but men are also spending more on their looks in general. ‘There are trendsetters in football, films and music helping shape the requests we get,’ he adds. ‘We have always led the way of change and adapting to new trends.’
The sector still needs high levels of skills and soft skills training ‘to develop professionals inside and out, from mindset to touch, vision and 360-degree experience’, he adds.
HOW ONE BEAUTY SALON HAS ADAPTED
NHBF Board member Kelly Shaw has noticed that beauty businesses are becoming more niche
– offering only one or two types of treatments rather than being ‘all-purpose’ salons. ‘I think professionals understand what their specialisms are, what they’re great at and what they’re passionate about,’ she says. ‘They’re focusing on what rewards them in their career, rather than trying to do everything.’
In her own business, k:SPA in Fareham, Hampshire, Kelly decided to specialise in skincare, having moved away from offering nails, lashes and spray tans after the pandemic: ‘We have grown our facial business. Skincare is what we promote, and we put our resources and expertise into that.’
This change helped the business to survive the pandemic, because clients know they will get a high standard of treatment and are happy to pay Kelly’s prices. ‘We attract staff as well because of it,’ she adds.
After the pandemic, the salon also decided to open from Tuesdays to Fridays, with longer days. ‘It’s a great retention tool, and clients love it because they would rather get treatments in the evening,’ Kelly says. ‘And because people are more flexible with their working hours, filling up daytime appointments is easier than before.’
Kelly’s staff are employed, and in the past she has taken on apprentices – but local colleges aren’t offering the right qualifications and apprentices anymore. ‘This is definitely something missing from the beauty sector,’ she says. ‘Beauty is such a hands-on qualification and career that being able to learn within a salon will stand apprentices in such good stead for their careers.’
THE
FUTURE OF THE SECTOR WILL
BE
SHAPED BY GOVERNMENT POLICIES REGARDING VAT, MINIMUM WAGES AND EMPLOYMENT LAW
‘Inflfluencers s are r doiinng some ammaz a in i g w work to the and trends we offering tips
‘Influencers are doing some amazing work to promote the hair and beauty sector – from tips on running your business to showcasing products and trends we can all learn from, especially if they are relatable and can share their knowledge and expertise,’ she says. But more focus on quality and standards is needed, she adds.
‘Reels from influencers that give advice on skincare routines can be extremely misleading, off and advice that aren’t correct.’
What is needed?
backed initiatives to make afford to train pprentices. mprehensive
The NHBF is calling for governmentbacked initiatives to make funding available so hair and beauty businesses can aff apprentices. The sector also needs comprehensive policy reform of a lower VAT rate for labour-intensive
more professional, and that comes
‘Innovations like AI and virtual reality choose styles and colours,’ Josh says.
‘The sector will continue to embrace ering more inclusive and gender biased services for all hair types and skin tones. There may also be an increase in hybrid models combining in-salon and mobile services, providing greater flexibility and convenience for clients.’
NHBF MEMBERS’ VIEWS
Andrew Gunner, managing director of Christies Hair Designers Ltd, which has been a Member for 30 years
‘The industry has suffered greatly post-pandemic both in terms of client frequency and financial business recovery. It’s difficult to predict what will happen over the next few years – we feel we are still taking each day as it comes and can’t quite see a clear path towards the future. Maybe the change of government will shed some light?
‘To ensure the secure future of our industry the one thing that I think needs to improve is getting future generations into our industry. We have found a huge drop in the amount of school leavers wanting to start a career in hairdressing. Schools need to drop this attitude that apprenticeships aren’t a viable option, and the government needs to step up in their support to businesses who want to take on and train apprentices.’
support staff
Linzi Gill, owner and
Linzi owner and director of Evolve Hairdressing in York, has been a Member for 28 years
services, a raised VAT threshold or tiered rates to encourage growth, and a more gradual approach to minimum wage increases, especially for apprentices, Amanda says. ‘The focus now should be on incentivising employers to take on apprentices.’
To build on the success of the post-Covid incentive grant for new apprentices, the NHBF advocates for several key measures, including the reintroduction of employer incentives, more effective redistribution of levy funding to support small businesses, developing flexi-apprenticeship models to accommodate the self-employed segment, and supporting the Beauty T level.
But hair and beauty businesses themselves must also focus on training, models and practices that keep pace with changing client expectations and technological advances. As Josh says: ‘Fostering a culture of innovation and adaptability will help the industry thrive amid future challenges and changes.’
RESOURCES
● Apprenticeships in the UK: nhbf.co.uk/apprenticeshipsin-the-uk
● NHBF Manifesto 2024: nhbf.co.uk/manifesto-2024
● NHBF skills report: nhbf.co.uk/skills-report
‘Since Covid, there has been a shift self-employment and small individual loneworking salons, which means there are less opportunities for stylists coming through.
‘Fewer apprentices means not as much new talent coming into the sector, and there will be a shortage of well-trained hairstylists impacting on employment, which we are already seeing.
‘Salons will adapt their working model to include co-working spaces. And I think there’ll be a continued desire for more flexible working hours and online learning will continue with education courses.
‘I think if minimum wage continues to rise then it will be difficult to employ ff like receptionists/hosts. vid, to yment and small individual loneons, which means there are less es prentices means not as much coming into the sector, and e well-trained mpacting on e already seeing ill their o-working And I think a more king hours and online e courses.
‘Retail in salons will be less as the large online shops will continue to stock professional products.
‘AI will grow and be able to off tools to analyse clients’ hair and be part of the normal consultation process. I predict more personalised client experiences through technology.
‘Interest in eco-friendly and sustainable products will continue to rise.’
e will continue to stock l ow and be able to offer more lyse clients’ hair and be part of consultation process. I nalised hnology n and sustainable ll continue to rise.’
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CHANGE
What does the new Labour government mean for the hair and beauty sector?
NHBF director of policy and public affairs
Rosina Robson explains.
Achange in government and political parties signals a change in ideas and strategies. While Labour’s manifesto was for ‘wealth creation and growth’, the plans outlined come with both risks and opportunities for the sector. The NHBF team and I have been looking into Labour’s polices to see exactly how they will affect Members.
The main initiatives from the manifesto are:
● Business rates reform – setting up a new system to level the playing field between the high street and online giants
● Growth and skills levy development and the shaping of Skills England to bring together business, training providers and unions with nations and local government
● Development of the industrial strategy, making sure the personal care sector is in some way factored in
● The roadmap for business taxation and any discussions around VAT reform
● Setting up Great British Energy and securing lower bills for small businesses.
The NHBF will be continually feeding in its views on behalf of our Members on
all the above via the Personal Care Team in the Department for Business and Trade and into more formal consultations as they are published. Our views should help shape the policies in the best interests of the sector. Some changes will have happened within the first 100 days of the government, but other policies will take more time to come to fruition. We look forward to further clarity on timescales from the government.
Impactful changes
The King’s speech in July outlined several key changes that will significantly affect the hair and beauty sector. Here’s a simple breakdown of what was announced and what it means. There were two key bills:
1 EMPLOYMENT RIGHTS BILL
Within the first 100 days, the government will introduce a ‘new deal for working people’. What this means:
● National Minimum Wage (NMW) increase: introduce a ‘genuine living wage’ that takes account of the cost of living. The NMW will go up, which means higher pay for staff
● Age bands removed: everyone who is 18+, will be paid the same NMW. This
is likely to happen in steps, year by year as evidence allows. The apprenticeship wage will also rise.
● Parental leave, sick pay and protection from unfair dismissal: all will be available from day one on the job for all workers. We will continue to ensure employers can operate probationary periods.
‘Of key interest to the hair and beauty sector are the two bills on employment rights and Skills England. We look forward to working with the government to shape these and represent our Members’ and the sector’s views.
‘The sector has been a significant employer of young people over time. To be in a position to support the high street and community wellbeing in the future, small and micro businesses in the sector will need to be able to afford to take on apprentices and young people. We have seen a decline in sector employment over the past year and a reduction in the proportion of 16- to 24-yearolds working in the sector.
● Strengthening statutory sick pay: by removing the lower earnings limit to make it available to all workers as well as the waiting period.
● Penalties for non-compliance: companies that do not follow these rules will face penalties.
‘With rising wages dampening down recruitment intentions, we are keen to work with the government to find ways to respond to this. If the sector is to help the government achieve its growth ambitions, then it will be important that the reformed apprenticeship levy has the ability to support small and micro businesses more effectively.
‘We also look forward to wider discussions on reduced energy bills through Great British Energy, plans and consultation around business rates reform and the shaping of industrial strategy.’
NHBF VIEW CAROLINE LARISSEY, NHBF CHIEF EXECUTIVE
● Making flexible working the default: this is from day one for all workers.
THE NHBF WILL WORK WITH THE GOVERNMENT TO SHAPE THE PROPOSALS
Industry impact: There will be increased costs for anyone who pays staff wages. We are currently feeding in evidence to the Low Pay Commission about future wage rates. The NHBF is pushing for rising wages to be counteracted by targeted support through employer incentives for apprenticeships.
2 SKILLS ENGLAND BILL
Skills England will bring together businesses, providers, unions and mayoral combined authorities, and have a new partnership with employers at its heart. The government will also reform the Apprenticeship Levy. What this means:
● Simplifying and improving the skills system.
● Assessing national and local skills needs working with the industry, migration advisory committee, unions and the industrial strategy council.
● Identifying the training for which the Growth and Skills Levy will be accessible – this includes consulting on (and maintaining a list of) levy-eligible training to ensure value for money, and that the mix of government-funded training available to learners and employers aligns with skills needs.
Industry impact: Th will work with the government to shape the proposals and continue to lobby and make sure that support to employers for apprenticeships is not reduced in anyway, particularly through the new Growth and Skills Levy.
Other bills of interest include:
3 BUDGET RESPONSIBILITY BILL
The NHBF e appe the e tinue to o ure that t yeers for r not o y, gh nd de: LITY BILL ncellor l he Office nssibilit i y ts s with
The new chancellor will make it a law for the Offi for Budget Responsibility to provide forecasts with all budgets. What this means: ensures transparency and accountability in budgeting, and provides a more stable economic environment helping businesses to plan financially.
NATIONAL WEALTH FUND BILL
£7.3bn to o deliiver growth and a greener economy. Makinng investment n s acro r ss the UK to o support t jobs
4 GREAT BRITISH ENERGY BILL
This i ncy c and n budget e inng, orre stable me m nt s to o SH L ly mpany, GB taablished d ild y th h its t
5 simplify the UK’s fragmented
What this s means: s It t will si s mplify the UK’ K s fragmented landscape of support for bu b sine n sses and investoors.
6
ENGLAND DEVOLUTION BILL
A new publicly owned energy company, GB Energy, will be established to finance and build low-carbon energy infrastructure, with its headquarters in Scotland. What this means:
More powers s will be e given to mettro mayors s and d local auuthorities. What this means: s Local decisions: Local businesses will have more over local P O S A L S
● Lower energy bills: The aim is to reduce energy costs for both homes and businesses, including salons, barbershops and clinics.
● Sustainable energy: Investments in solar, wind and nuclear energy.
influence over local issues like parking, health, and safety regulations.
● Empowering local communities with a strong new ‘right to buy’ for valued community assets.
● Bus routes and fares: Local authorities can reinstate bus routes and set bus fares, improving accessibility.
RESOURCES
● NHBF Manifesto 2024: nhbf.co.uk/ manifesto-2024
● Campaigning for you: nhbf.co.uk/ about-the-nhbf/ campaigning-for-you
EMMA SUGGESTS:
1
Do a big stock order in November to see you through December and January – then you don’t need to find money for this in early January.
2
Create a positive atmosphere in your salon and help clients to feel happy. People get stressed at Christmas, but when they go to a salon it’s a chance to relax. If people enjoy the experience, it will encourage them to come back again in the new year.
3
Value your clients. I give all of mine a Christmas card and a small voucher that gives them money off the cost of a service in the new year.
4
Offer a service for the new year. I keep my colours seasonal and do different colours at different times of year. I promote this to clients who wouldn’t normally book in to see if they fancy a change in the winter.
The Christmas period appears to have changed for many in the hair and beauty sector. Some salons, barbershops and clinics report that the festive rush has slowed down, or even disappeared. A 2022 survey by Capital Hair & Beauty found that 34% of Brits were planning to cut back and spend less on festive hair and beauty appointments. Two years on, with the cost of living increasing, are more following suit? Or is it just that the way clients are booking has changed?
Covid-19 has changed the culture around when people go to the salon, says NHBF president Amanda LodgeStewart. ‘A lot of people don’t work nine to five in the office any more. Life is more flexible.
‘Years ago, you would have clients queuing out the door on Christmas Eve and New Year’s Eve for their style and finish. That doesn’t happen any more. It would start getting busy from the beginning of November and stay that way until the end of December. Now, everybody’s holding off until December.’
out a lot. ‘I don’t think people go out as much now,’ she says. ‘Since Covid-19, we’ve found people will increase the time between appointments.’
On the other hand, January is picking up. ‘Before, it wasn’t worth opening,’ says Amanda. ‘That’s a complete shift in attitude.’
Emma Pullen, an NHBF Member and owner of Empire Hair in Halifax, notes that everyone used to treat themselves in the festive period because they went
For some barbershops, the trends are different. Dale Sampey, NHBF Member and owner of The Barber House in Birmingham, says: ‘Business slows down from October and doesn’t pick up again until April. The festive period used to put money in the bank to cover the quiet period, but it doesn’t anymore. It’s causing us problems.’
Dale adds that a lot of clients come weekly, fortnightly or monthly. ‘I don’t think there’s a culture now of getting your hair done for Christmas. It’s become a part of people’s normal routine.’
What you can offer clients
It’s important for the hair and beauty sector to look at quarter four differently. ‘We can’t carry on as we were,’ says Amanda. ‘If you want your business to grow, you have to think about what your unique selling point is at Christmas.’
We collated some top tips from hair and beauty business owners, the NHBF and an industry expert.
EXPERT ADVICE
Nergish Wadia-Austin is a hair and beauty services coach, management trainer and founder of PHAB Service Stars, which promotes quality assurance in the hair and beauty sector. She offers advice on gift vouchers and retail gifts.
GIFT VOUCHERS
● The design is critical: To make gift vouchers a success, you need to make them look special. People will then feel proud to buy them and give them to friends and family.
DALE SUGGESTS:
1
It’s important to get clients to book their next appointment before they leave – get staff to encourage them to do this. It’s not easy, though, especially with men.
2 Set up a loyalty scheme that gives people stamps towards the cost of their next appointment. This may encourage people to come back in the winter to get their hair done.
1
N DA SU GGE S T S :
AMANDA SUGGESTS:
Make the most of quiet time: get the team together and look at the business. You could carry out staff training, do team building activities and put plans in place for the next 12 months. Look at client feedback and do quality assurance work with your team members to make sure you’re getting things right.
e the most time: get team and look at the ness. You could carr y out staff g do team activities
Put a budget in think a how much is coming i each month and how much yo needfor wages your own person
Put a budget in place: think about how much money is coming in each month and how much you need for wages, your own personal expenses and what’s left to invest back in the business. If you have that foresight, you’ll be able to see when the quiet months are and plan for them.
● Be flexible: Make sure the vouchers suit any budget by offering different denominations. For example, if a client’s budget is £30 for their mum’s shampoo and set, they should be able to buy £30 worth of vouchers. And for someone with a bigger budget, make sure you have £50 vouchers so they can buy multiple ones.
● A clear expiry date: There should be a minimum of a year for people to use the vouchers. You don’t want any pressure attached to them.
● Communicate: Start talking to clients about gift vouchers in September. Let them know they can buy them to suit any budget, and that you can get them ready before they leave the salon. And don’t just tell staff to sell the vouchers – give them actual wording to introduce them into conversations with clients.
Speak to staff members and passing potential clients to get ideas.
● Practise gift wrapping: Train your junior staff on how to gift wrap different items so it becomes second nature – show them some YouTube videos.
TELL US YOUR EXPERIENCE
What’s your quarter four experience like now? Do you agree it has changed? Tell us by emailing hollie@salonfocusmagazine.co.uk
RESOURCES
RETAIL GIFTS
● Have a target person in mind: Think about what works for specific groups of people – for example teenage girls and boys, or curly-haired clients. This will help you to choose retail gifts to sell.
● NHBF blog – Tips for making the most of the festive period: nhbf.co.uk/christmas-cracker
● NHBF Business Support Hub: nhbf.co.uk/supportingyour-business
● Nergish Wadia-Austin: hairandbeautyexpert.com and phabservicestars.com
APPRENTICES
In the first article of our new series on quality, standards and education insight, we shine a spotlight on the benefits of apprenticeships for hair and beauty businesses.
WORDS KATIE SMITH
School leavers will have recently started their hairdressing, beauty or barbering careers via apprenticeships, but are they a drain on businesses or an opportunity for longterm growth?
Concerns remain around the cost, time and effort required by employers, and attracting the right people, but hiring an apprentice can be a rewarding investment for any salon, barbershop, clinic or spa.
Recently appointed NHBF quality and standards director Cathy Weston says: ‘I fully understand it comes down to costs, however there are huge positives to employing an apprentice.’
Sally Brooks, creative director at Brooks & Brooks hair salon in London, agrees, saying that it’s about who the
industry is attracting in the fi ‘Intelligent, hard-working people are always going to be worth paying and training,’ she explains.
in the first place. rking are
‘A great apprentice will develop into a great hairdresser. We need to find more youngsters who want to learn how to be good hairdressers, not just average hairdressers.’
Fresh perspectives
By employing an apprentice, salon, barbershop and clinic owners have the chance to shape a person’s skills and knowledge in line with specific business needs. ‘If you train them well and give them over and above what they need to complete their apprenticeship, then you not only have someone working to the high quality and standards of your business, but they are more likely to be invested in your culture,’ Cathy says.
Apprentices can also bring with them a sense of enthusiasm in the form of innovative techniques or approaches that benefit your business. ‘We should not underestimate the social media impact young people have because they can make a huge difference to the retention of new clients seeking the latest trends,’ Cathy adds.
Sally, meanwhile, has seen three of her apprentices qualify in the past six months. ‘They are all incredible and
HELP WITH COSTS
HELP WITH COS T S
Hair and d salo bar b bershops U fun on This towards the cost associated with
whenthey start Ane
Hair and beauty salons and barbershops in the UK are incentivised with government funding if they take on apprentices. This includes a £1000 payment towards the additional cost associated with training if an apprentice is 16 to 18 years old when they start. An employer will receive 50% of this 90 days after the apprentice starts, while the remaining 50% will be paid 365 days after that.
bring fresh ideas to the team,’ she says. ‘They worked hard and continue to do so as they can see how this makes them grow. They are now all putting money in the till and evolving creatively into beautiful hairdressers with their own styles and ideas.’
Cost-effective staff
Apprentices typically earn lower wages in comparison with qualified staff, which can help reduce overall costs.
In the UK, the national minimum wage for apprentices is £6.40 an hour and applies to time working and training as part of the apprenticeship. This rate applies to apprentices under 19 and those aged 19 or over who are in their first year of their apprenticeship.
The next generation of hair and beauty professionals can also start to earn money and support turnover
Increased productivity
r,
for a business in various ways such as promoting treatments and products. ‘For example, when shampooing a client’s hair, apprentices can recommend treatments at the backwash, which could be linked to a small commission,’ Cathy says.
complex or specialised service example, if a client is only for a colour, an apprentice can the service with a blow-dr
es. For ked n
While apprentices require supervision and guidance, they can also help with routine tasks, freeing up senior stylists to focus on more
CATHY’S APPRENTICESHIP
DOS
AND DON’TS
DO clearly define the role and responsibilities apprentices will undertake before hiring them.
DON’T treat apprentices as people who do menial tasks. They want to learn new skills and advance their career while supporting your business.
DO provide training for apprentices – the more you offer, the quicker they will progress.
DON’T neglect your legal obligations. It’s important to understand and comply with National Minimum Wage requirements.
DO communicate effectively with your apprentices by having regular one-to-ones to highlight their achievements and areas of improvement.
DON’T underestimate the time commitment required by employers and existing employees.
DO make them feel valued and part of the team to boost their motivation and confidence.
DON’T micromanage apprentices. Encourage independent thinking to promote problem-solving skills and allow them to learn from potential mistakes.
Model training is another adds. ‘Models uced
al services that c ’
y a rry
example, Cathy adds. ‘Models pay a reduced rate for apprentices to carry out professional services that can result in additional revenue.’
Apprentices who complete their training can become valuable members of staff and potentially fill senior positions in the future.
‘With apprentices, you’re bringing that up-and-coming talent through your business and retaining them at the same time,’ Cathy says.
Sally adds: ‘Training an apprentice through your own system combats the battle of finding a senior team member with the right skillset and attitude for your business.’
Ultimately, investment is key to the success of apprenticeships. ‘The more training you provide, the better equipped they are to support the growth of your business,’ Cathy says. ‘We need to shift the focus away from the short-term cost of wages to the long-term benefits hiring an apprentice can bring to your business.’
BUILDING THE NEXT GENERATION OF BARBERS
Since opening its doors in Derbyshire in 2017, Less Than Zero Barbers
has been a force for good when it comes to apprenticeships. The business, which gained a spot in the government’s Top 5 SME Apprenticeship Employers for 2023, has always had at least one level 2 apprentice, with a maximum of three, at any one time. ‘Most start as Saturday helpers doing their level 1 training then progress to be apprentices,’ explains owner and master barber Martin Wallis-Keyworth.
‘Most of our apprentices are still in the business because we try and understand what people want to achieve and work with them to ensure these aspirations are worked towards and realised.’
Recognising the importance of continuing professional development, Martin adds: ‘We have a quarterly training evening on advancing creativity, working with American Crew, Revlon and other reputable brands.’
Martin’s top tip for other barbers? ‘To extract value, apprentices need to be managed but business owners need to be receptive to change too.
‘Every apprentice at Less Than Zero is employed on the assumption they will be with us for a significant time and that there will be opportunities for them, be it in a creative or management role.’
RESOURCES
● NHBF education hub: nhbf.co.uk/education-hub
● Training information for employers: gov.uk/employersfind-apprenticeship-training
Salon owner Fiona Johnston shares her journey to becoming a mindful salon and how it turned her business around.
APPROACH
Running a business, established or new, is tough. While the NHBF industry statistics for 2023 state that hair and beauty businesses remain resilient with stable survival rates, recent business data from Experian shows that around 50% of new businesses cease trading within just three years of opening.
Last year, Fiona Johnston’s salon was struggling. Trigg Hair Studio in Edinburgh was losing money every month. Today, her business is thriving, with a 36% increase in clients, a 30% rise in retail sales, and a reputation as a niche hair specialist that is attracting clients from across the country.
This dramatic turnaround in just 12 months shows the power of positivity. ‘We are a “mindful salon”, which involves having a positive mindset about everything we do,’ says Fiona, who is also an NHBF Board member.
Fiona has a wealth of experience in the hairdressing industry,
FIONA’S TOP TIPS
● Invest in a business coach and an experienced accountant – they will become your ‘power team’ and support you as a business owner
● Make sure your team’s values are all aligned
● Avoid comparing your salon to others – focus on what you are doing
● Don’t be afraid to put up prices – know your own worth
● Change is good – embrace it
● If something doesn’t work in business don’t keep doing it.
working 35 years in the sector as a salon owner and a lecturer in hairdressing and make-up artistry, and with a degree in business. She sold her first salon in 2007 when she relocated from the Shetland Islands to Edinburgh and opened her second salon, Trigg Hair Studio, in 2013.
Troubling times
Like everyone in the sector, Fiona’s salon was closed during Covid-19. Before reopening in 2020, and finding it hard to recruit staff, she decided to make a change, and invested her final Covid-19 business support payment into a new website and a specialist business coach. When it reopened for business ‘the market was very different’, she says. Client behaviour had changed, and people were visiting the salon less frequently, leaving a gap that needed filling with new clients. With a hike in energy costs and manufacturers’ prices, and an increase in the minimum wage, like many salon owners, Fiona increased her prices. She followed guidance from her business coach and tried to meet these rising costs by investing in marketing to attract new clients.
By the time clients were returning to their pre-pandemic patterns of salon visits in late 2022, Fiona’s business running costs had ‘gone through the roof’. And, while the salon was successful and it had hit the VAT threshold, this also meant a 20% loss in income. ‘We were busier, but financially in a worse position,’ says Fiona. ‘We had put our prices up four times and were still struggling.’
Professional help
When the pandemic hit in 2020, Fiona enlisted the help of business coach Salon Jedi, based in Scotland and coaching worldwide.
Fiona attended their mindfulness course, which was based on the four pillars of mindset, marketing, management, and maintenance. Owners are encouraged to ‘have the right mindset’ to help turn their businesses around, and to recognise that how they are thinking, feeling and acting contributes to their business outcomes. Fiona was also encouraged to look more at cashflow and make regular
cashflow projections.
By March 2023 Fiona was at a turning point. Exhausted, she turned to her coach for further support. During a coaching call, it was suggested that Fiona find a niche market. ‘My coach said that if you’re the best at something, people are going to come to you and pay,’ she remembers.
A mindful salon
Fiona was encouraged by her coach to set and monitor targets to grow her business. She also became more focused on her business being a ‘mindful salon’, which included, ‘taking a step back and looking at our staff values, which needed to align’. She says the team are now all on the same page, and their values include trusting and respecting each other, helping clients, and supporting a good working environment.
THE NHBF SAYS…
Commenting on Fiona’s journey, NHBF chief executive Caroline Larissey says:
‘Adopting a positive mindset and using NHBF membership resources can dramatically turn around a struggling hair and beauty business. Fiona’s experience demonstrates that by focusing on a niche market, aligning team values, setting clear targets, and maintaining a positive outlook, business owners can overcome financial challenges and achieve significant growth. Fiona’s reflection of her experiences emphasises the importance of adaptability, continuous learning and business management. Don’t be afraid to ask for help from the NHBF – utilise our free Member resources to stand out in a competitive market.’
Taking this advice, coupled with the aligned mindset of the salon team, Fiona’s salon became hair texture specialists. ‘We were getting more requests from people who had embraced their natural hair texture and were interested in having further knowledge about how to create great results. This niche area appealed to me. I felt I could help people.’ With all staff on board, they were trained in new hair techniques and the salon promoted this on its newly designed website and social media pages.
The salon also started stocking specialist hair products as well as tools and equipment, from hairbrushes to satin pillowcases, and staff were trained in upselling skills.
Being a mindful salon also involves being in the present and focusing on the positives. Fiona was encouraged to create and use positive affirmations. ‘For me, it’s about having the firm belief that we are going to be the best textured hair salon in Edinburgh. I read and believe these affirmations every day. By having that self-belief you can make things happen,’ says Fiona.
Within a year, the salon’s client base has grown by a third, with customers coming to the salon from across Scotland and as far as London.
‘To cope with demand, we are still changing and adapting our business model’, says Fiona. This includes continuing to invest in
WE ARE STILL CHANGING AND ADAPTING OUR BUSINESS MODEL. THIS INCLUDES CONTINUING TO INVEST IN TRAINING NEW TEAM MEMBERS
training new team members in new textured hair techniques.
Fiona also continues to use NHBF information and resources to help support her business and uses the NHBF’s State of the Industry Survey as a guide. ‘Seeing that other people are in the same situation as me has inspired me to keep going in business,’ she says.
Fiona adds that the experience has made her more resilient. ‘As a salon owner, I also feel empowered to make other changes,’ she says. ‘But I couldn’t have done all this without the team. I feel supported by them.’
RESOURCES
● NHBF Running a business FAQs: nhbf.co.uk/ running-a-business
● NHBF Business Support Hub: nhbf.co.uk/supportingyour-business
YOUR FIT
Employed vs self-employed: Exploring the pros and cons of each business model.
WORDS EMMA BENNETT
The number of self-employed professionals working in the hair and beauty sector is on the rise, with 60.5% running their own business in 2023, up from 54% in 2019. Faced with increasing costs and a growing skills shortage, salon, barbershop and clinic owners are being forced to reconsider the traditional employer-employee relationship.
NHBF chief executive Caroline Larissey explains: ‘Since Covid-19, working patterns, staff availability and consumer demands have changed. We’re working in a new
reality. Gone are the days when businesses have massive Friday nights and Saturdays. Clients are more likely to be working from home and have more flexible hours.
‘We also have a massive skills shortage in the sector. Education and training in colleges isn’t what it should be so those who are newly qualified are not job-ready. All this means skilled employees are demanding more in a very competitive market, and hair and beauty businesses are subsequently having to adapt.’
What are the benefits and the drawbacks of each approach?
To find out, we talked to three business owners with very different set-ups.
THE EMPLOYED SALON
Carolyn Sweeney, owner of Creations Hair and Beauty in Chichester
‘We’re a team of 28, all employed – 95% are self-grown, meaning they have come through our training programme for 14- to 16-year-olds. They then have the opportunity to do a paid apprenticeship with us.’
PROS
‘If people are self-employed, they work for themselves and can do whatever they want. They can use the products they like, charge what they want, choose their own hours. And you can’t control the standards in your own salon. You also can’t help them develop and grow. You are a landlord renting a space.
‘Often people become self-employed because they want more money or flexibility. But they can also have that as an employee. We’re all about supporting our people and giving them the flexibility to work around particular family needs or hobbies. I want to invest in my team and give them security and safety, which creates quality and longevity within the organisation.’
CONS
‘It’s expensive to employ somebody. I have to pay VAT, National Insurance, pension contributions and holiday pay. Somebody that’s self-employed doesn’t have those costs, so they can compete with us at a lower price. This causes confusion for the client who doesn’t always understand why they’re paying so much more to go into a high-street salon.’
TOP TIP
‘Look at the values and culture of your business. What do people want and how can you support them? For some it might be money, for others it’s flexibility or creativity. Listen to your team to understand their motives. If you’re helping them to get where they want to go, they’ll stay with you.’
THE SELF-EMPLOYED BARBERSHOP
Dale Sampey, owner of The Barber House in Birmingham
‘We’re a traditional high-end gentlemen’s salon in Birmingham City Centre. We were an employed salon for 10 years but with increased operating costs, this route was no longer working for us. So, at the end of March, we moved all of our five barbers to self-employed.’
PROS
‘Saving the cost of employing people is the big one, and the responsibility in case you have to make somebody redundant. That’s been a weight on my shoulders, especially since Covid-19.
‘This will also help us to reduce our very large VAT bill, as well as the cost of card transactions.’
CONS
‘The real challenge is that now they work for themselves they can choose their own hours, wear what they want and so on. That’s quite difficult because if you see standards slipping there’s not much you can do.
‘We sat down with the staff to explain what we were planning but we didn’t really give them enough time to get their heads around it. Some of them had worked for me for nine years and always had a guaranteed wage, so it took a bit of convincing.
‘Training is quite difficult because now they want to be paid for their time, so we have to factor that in as an extra cost for the business.’
TOP TIP
‘Start at the beginning of your financial year to save yourself a headache. And give your team plenty of time to get used to the idea. It’s going to totally change your business so you need to talk to them and offer reassurance.’
DOS AND DON’TS DO
✔ Be open and transparent
✔ Draw up a clear contract
✔ Look at what your business needs
✔ Talk to your team
✔ Seek advice from the NHBF.
DON’T
✘ Blur the lines between employed and selfemployed colleagues
✘ Rush to change your model – do your research first.
THE MIXED MODEL
Massi Moura, technical director at RMUK Hair & Beauty in Leeds
RESOURCES
● NHBF Business Support Hub: nhbf.co.uk/ supporting-yourbusiness
● Going selfemployed? Find out if chair, space or room renting is for you: nhbf.co.uk/ chair-space-orroom-renting
‘We have 22 people, a 50/50 mixture of self-employed and employed. We have been dabbling in this model since 2008 but it didn’t take off until after the pandemic, when it became more difficult to find experienced staff.’
PROS
‘We were losing staff who had been with us for years. People we had helped grow into successful stylists returning a decent profit would suddenly go self-employed. Finding staff to replace those advanced team members was very difficult. And if you don’t find someone to take on their client base, they will follow that stylist.
‘So we gave everyone the choice to go self-employed and took on new team members on a self-employed basis. It means I retain that person and their clients under my roof, just using different NHBF contracts, rather than losing both.’
CONS
‘We select who we take on as freelance. They must have a good educational background and offer the same standards and ethos as us. But if somebody’s work isn’t up to scratch, you can’t do anything about it.
‘We still offer training to both apprentices and stylists. I might pay a self-employed operator to train apprentices, and our employed team has dedicated training time. We also offer regular free training sessions for all our team. But it’s up to the freelancers whether they attend or not.’
TOP TIPS
‘Be very clear about the rules, the differences between those who are employed and self-employed, and what your expectations are. And have clear contracts in place. We worked with the NHBF and a solicitor to specify how clients should be looked after.’
Using your premises for out-of-hours events could be the side hustle you’ve been waiting for.
WORDS NATASHA RIGLER
As overheads continue to rise, savvy salon, barbershop and clinic owners are looking at new ways to boost revenue. One idea growing in popularity is letting out premises when the working day finishes. From local charity evenings, networking groups to yoga sessions, there is plenty of scope for making an extra stream of income. Just this summer, rapper AJ Tracey held the launch party for his single Bubble Bath in a London nail salon, where fans were even treated to a pamper. Interestingly, there has also been a rise in alcohol applications within the sector. In 2022, there were 222,500 premises licenses granted in England and Wales, many of these for hair and beauty businesses. This was the highest number of premises licenses issued to businesses since 2008.
Ebuni’s clients, who have skills in yoga and still-life painting, are also set to hold workshops. She says: ‘We want to make the space as financially viable as possible, while keeping the rates nominal to allow more people access.’
Ebuni does not have a formal contract in place for hiring Untype, but there are rules and a short hire-agreement.
But while out-ofhours events are profitable, there is a lot to consider.
Success rules
Ebuni Ajiduah began renting out her salon, Untype, in London, last year. Usually, the trichologist lets her space for workshops, such as ‘wig maintenance day’ run by The WIG BAR London. But she has also taken bookings for networking events, vision board parties [manifestation events] and even the filming of a music video.
Dotting the i’s ‘The main rule is not to break anything!’ Ebuni says. ‘I make sure the host has public liability insurance so their guests are covered if anything were to happen.
‘They need to keep the peace and not cause a disturbance to local residents.’
Ebuni’s ‘side hustle’ is marked as a taxable salon service. ‘It’s important to
check all your paperwork,’ she advises. ‘I try to keep most events related to hair and beauty, which hasn’t affected my lease or insurance, but it means turning some things down.
‘I don’t have a special treatment or alcohol licenses. This ruled out a tattoo event and any events involving drink. I’ve also had to check my PRS [Performing Right Society] if music is going to be played.’
Ebuni says care should be taken when setting rates. ‘Think about days and times, especially premium days like Saturdays,’ she advises. ‘I would close for the day if the rent matched what I’d be earning, but not if I had clients booked in. With warning, I can work it so it doesn’t affect them.’
Ebuni recommends a simple booking system and always checks hirers have read her FAQs and rules. ‘Running a salon is busy in itself, so it’s best to make it as easy for yourself as possible,’ she adds.
advertising, and pays her a £100 retainer a month. She uses Eventbrite to sell tickets, with the profit going to the host.
Keri, who attends every evening, says: ‘I see the retainer as a PR and marketing cost. Each vendor or workshop host earns something from it, which supports their business, and it has helped build our client base too.
‘We’ve had a lot of new faces book into the salon purely off the back of the events. It’s a really good PR exercise and builds awareness in the community.’
Win, win
Keri spoke to her insurance company and discovered her premium could remain the same providing she adhered to certain stipulations.
TOP TIPS LOUISE SUGGESTS...
● To make an event a success, allow a good lead time to promote it.
● Each local authority has different guidance on alcohol licensing – check with yours.
● Let your insurer know of any changes you are making.
● Don’t be afraid to be risk-averse while you find your feet. Consider sponsoring an event first in exchange for the use of your premises, rather than charging.
NHBF view
WE WANT TO MAKE THE SPACE FINANCIALLY VIABLE, WHILE KEEPING RATES NOMINAL
Community matters
Keri Chimes allows small local businesses and start-ups to use her space, Headmasters Salon in Leamington Spa, for events. But she does not charge a fee. Keri explains: ‘I don’t try to make an extra income from my side hustle because I’m trying to support small businesses that are complementary to the salon.’
Keri opens the doors to her salon one evening a month and has welcomed menopause workshops, painting evenings, a fashion styling night and even a sound bath. She hires a friend to help with the admin side, including
‘I’m allowed to run events once a month,’ Keri says. ‘We also spoke about maximum capacity and, providing I stay within it, they extended my policy to cover events with no extra charge.
‘I also ensure the hosts have got their own personal liability insurance and are registered businesses.’
Keri applies for a temporary alcohol licence every Christmas for the salon but has decided not to for her events. Instead, she provides tea and coffee and allows attendees to bring their own drinks from home. A license is not required if you allow patrons to drink their own alcohol on your premises.
Keri says: ‘The opportunity is there to make an extra stream of income but I’m happy with my current set-up. I really want to support other local businesses and, ultimately, it still comes back round to us.’
NHBF Board member Louise Fordham regularly holds her own events, with a twist. After a local gift shop closed, she took on some of its lines and now sells handbags, scarves and jewellery at her salon Bespoke Hairdressing in Rugby. It has given Louise the opportunity to hold shopping nights for clients and the wider community, earning her an additional stream of income.
Louise says: ‘I find you can talk to clients differently at events compared to when they’re behind the chair. They do like socialising with you and the experience of being able to talk to you properly. We collaborate with other local business owners and all hold our events on the same night.
‘Things are tough for all of us still, but we cross-promote each other and find it brings a feel-good vibe to the town.’
RESOURCES
● Check what you have to declare for tax purposes at gov.uk/ check-additional-income-tax
ENSURE YOUR BUSINESS IS SAFE AND LEGAL
COMPLIANCE
Always adhere to health and safety regulations, including standards for tools and equipment, as well as fire safety.
The NHBF Health and Safety Toolkit is soon to be relaunched as part of the NHBF Business in a Box package (see page 17 ). This is a way for businesses to receive assured and tailored advice on meeting environmental health, trading standards or fire safety regulations through a single point of contact. The NHBF has assured status of its Health and Safety Toolkit via Woking, Surrey and Buckinghamshire Council (see Giving you assurance, overleaf). So, if an NHBF Member downloads/orders a toolkit and completes it, they are guaranteed via the primary authority.
INSURANCE
Obtain liability insurance to protect your business in case of accidents or lawsuits. Liability insurance covers business owners, independent professionals and self-employed people against the cost of compensation claims if a member of the public sues the business.
NHBF Members receive a 10% discount on industry-specific Insurance. Find out more at nhbf.co.uk/insurance
EMPLOYMENT LAWS
Comply with labour law regarding wages, working hours and employee rights. Labour law in the UK regulates relations between workers, employers and trade unions. People who work in the UK have minimum employment rights, which are listed in the Employment Rights Act 1996 and include:
● The right to a minimum wage, set by the government, which changes each April.
● Working time regulations, including paid leave for holidays, breaks from work, and an attempt to limit long working hours.
● The right to leave for childcare.
● The right to request flexible working patterns.
NHBF CODE OF CONDUCT
NHBF chief executive
Caroline Larissey emphasises the importance of adhering to the NHBF code of conduct: ‘I cannot overstate the critical importance of adhering to our code of conduct.
This comprehensive set of guidelines isn’t just about ticking boxes – it’s the backbone of professionalism, safety and excellence. By following these standards, from compliance with health and safety regulations to protecting client confidentiality, our Members demonstrate their commitment to the highest levels of service and integrity.
‘Adherence to the NHBF code of conduct not only safeguards your business legally and financially but also elevates the reputation of our entire profession. It ensures that clients receive safe, high-quality services in an environment that respects their rights and privacy. Moreover, it provides a framework for continuous improvement and professional growth.
‘Remember, these guidelines are not static – they evolve with changing regulations and sector best practices. That’s why we emphasise ongoing education and staying informed. By embracing and implementing the NHBF code of conduct, you’re not just protecting your business – you’re contributing to the advancement and prestige of the hair and beauty sector as a whole.’
Access the NHBF code of conduct at nhbf.co.uk/ code-of-conduct
The NHBF offers all the employment law information Members need, including a free 24/7 legal lifeline, free employment contracts and expert HR guides.
CLIENT CONFIDENTIALITY
Protect client privacy and adhere to data protection laws. Client confidentiality and data protection are covered by the General Data Protection Regulation (GDPR), which consists of seven main points:
1 You must ensure that it is lawful and fair for you to collect the data you are collecting, and you must be transparent about your reason for collecting the data and how you are planning to use and protect it.
2 The data you collect must be limited to only the information that you need and nothing more.
3 The data you collect should be minimal.
4 The data you collect must be accurate and kept up to date.
5 The data you collect must be stored securely, and only for the appropriate length of time.
6 You must be honest about the data you collect and keep it secure and confidential.
7 You must take accountability for the protection and processing of any data that you collect.
Download the free GDPR guide at nhbf.co.uk/gdpr-guide
ACCESSIBILITY
Ensure your salon, barbershop or clinic is accessible to people with disabilities in compliance with accessibility laws. Consider access to the backwash, changing facilities and other areas that your client will need to use. Are your
chairs and couches height adjustable? Can you alter the brightness of lights and volume of music? Do you have a disabled toilet? Make reasonable adjustments to promote your business as inclusive and accessible.
Read more at nhbf.co.uk/ disability-friendly
PRODUCT SAFETY
Use safe and approved products, and follow regulations regarding labelling and handling hazardous materials. Always follow manufacturers’ instructions for the use of products and for the use and maintenance of equipment. Check out the NHBF protocols, ensure that products, tools and equipment are safe and approved for sale and use in the UK. Carry out sensitivity tests where appropriate, and update these tests if there is a change, for example, in products or your client’s health or medication.
ONGOING EDUCATION
Stay informed about individual industry regulations and best practices to ensure ongoing compliance. Continuing professional development (CPD) should be carried out throughout each year to ensure your skills and knowledge are up to date and relevant. Most insurance companies ask their clients to complete around 30 hours of CPD each year to validate their insurance. CPD can consist of courses, upskilling, or attending industry events.
GIVING YOU ASSURANCE
Sophie Harkin, Woking Borough Council’s Environmental Health Officer, says: ‘I welcome the opportunity to work alongside the NHBF to develop professional hair and beauty health and safety toolkits. The knowledge and passion of the team, along with my guidance as a regulator, has resulted in very comprehensive guidance that will provide Members with the necessary understanding of the relevant laws and how they apply to their business. Following the guidance will enable Members to offer a safe and high-quality service to their clients.
‘During regulatory inspections, NHBF Members should advise inspectors of the NHBF’s partnership with Buckingham and Surrey Trading Standards and Woking Borough Council and confirm that they are following the assured advice provided by the partnership, which encourages a consistent approach and demonstrates members are striving for compliance with the relevant legislation.’
LICENSING
Ensure your business has all the necessary licences and permits for music, alcohol and certain treatments. Each local authority will have its own requirements for licensing so it’s important for businesses to check locally. Your local authority will tell you what they need licenses for and how to apply. Some advanced treatments, such as laser, semi-permanent make-up and skin needling may require a visit from Trading Standards or another authority. Find out more on alcohol licensing at nhbf.co.uk/alcohol-in-your-business For music, TV and Wi-Fi, go to nhbf.co.uk/guest-wifi
FASHION OR FAUX PAS?
COLOUR CATCHER
COLO
Acco haird colou
According to award-winning men’s hairdresser Jim Shaw, the trending colours for autumn come in a mixed bag – from lilac tones to the usual rich chocolate hues.
Jim says platinum hair colour for men is not going anywhere anytime soon. He recommends discussing platinum upkeep at home with clients though to keep hair damage at bay and the hair colour and condition looking its best between appointments. Equally as daring, Jim suggests lilac as a great choice for those with blonde hair already or those looking for a complete change and happy to have their hair pre-lightened.
c Jim men soon plati clien at ba cond appo Jim s for th or th chan hair An 00s t 2024 blon thos to th subt
And, just like the other 90s and 00s trends making a comeback in 2024, the boyband frosted tips and blonde highlights are perfect for those looking to add some colour to their current look, but with a more subtle, blended finish.
Whether you embrace them or buck them, we take a look at the latest trends.
uck them, rends.
PSYC
PSYCHIC SUGGESTIONS
Internationally renowned hair stylist Tom Smith, dubbed ‘The Hairvoyant’ for his trend predicting ability, has been making his autumnal haircut and colour forecasts.
For Tom, the women’s cuts and styles of the season include the continued soft and sweeping ‘curtain bangs’ seen on the likes of Sabrina Carpenter this summer, as well as the polished ‘tiara bun’, sported by US gymnast Simone Biles at the Olympics, creating an almost regal and heightened look.
Inter stylis ‘ The pred maki c Fo conti ‘curta likes summ ‘tiara gymn Olym rega To
Tom predicts that ‘cloud curls’ – natural looking, airy and textured waves or curls with a halo of intentional ‘fluff ’ will continue into autumn. While, at the other end of the style spectrum, there’ll be requests for the perfectly sharp and precise ‘laser cut bob’.
TPOPBRI
BRITPOP REVIVAL
h recent Wit isOasi ouncement , nn e’s ‘definitely her be’ a chance may requests for hat he ouslyam he band (and y t irednsp nal mod cuts of rigi will make a he eback but om a 2025 edge with FOR CONTEXT, IN 2016: 84% of businesses still used gendered pricing
SURVEY PRICING SHIFT
With the recent Oasis reunion announcement, there’s ‘defi maybe’ a chance that requests for the 90s mod cuts famously sported by the band (and inspired by the original mod cuts of the 60s) will make a comeback too, but with a 2025 edge. Read more at: nhbf.co.uk/gender-neutral-pricing
A recent NHBF survey has revealed a shift in traditional haircut pricing models that have long been based on gender:
BUT IN 2024:
57% of respondents’ current prices are gender-specific and 42% have adopted a gender-neutral pricing model
THE CHALLENGES TO IMPLEMENTING GENDER-NEUTRAL PRICING:
50% identified customer resistance or confusion as the primary obstacle 27% mentioned adjusting current pricing structures
IS IT INSTA GRAM MABLE?
@textureunravelled
To celebrate Black History Month, we’re highlighting some of the sector’s great Black and mixed heritage accounts.
@thecurlyscott Glasgow
@charlottemensah London
@slidercuts London
@untypeyourhair and @ebuniajiduahhair London
Northampton
@polishedbylolo
Apprenticeship Week in February, we want you to show us your amazing apprentices. Post a picture to Instagram with the hashtag #salonfocus or tag @nhbfsocial and your shot could be included on these pages.
London
@hd_cutz_london London
@dija_ayodele London
@louisefordham and @lou_bespokehairdressingrugby Rugby
@erroldouglashair London
@gailwatermanbosslady Rotherham
@rickrobertshair UK & US
@janelgrantnails Luton
CHRIS WADE
The CEO of aUK and a-Training discusses the future of the aesthetics sector and his role in it.
My dad wanted me to be a doctor… I was heading towards Cambridge and becoming a medic, but I jumped out and did a Youth Training Scheme course in hairdressing. I went to London and was an area manager for Steiner. I also worked on the QE2 for a short time, eventually opening my own salon in London.
After two years out… to support my sister, who was ill, I moved into the aesthetics sector in 2009 and to Grantham, where I’m based now. We’ve got a 21,000 square foot training centre here, and over the last 15 years we’ve trained more than 21,000 medics and non-medics across Levels 2, 3, 4, 5 and 7.
I was always interested in skin… and wellness, looking at the microbiome, how the gut works and feeds the skin – you’ve got to have the right ingredients, foods and medicine. I went to the US to study live bloodwork and found out that lots of people were treating the outside without treating the inside.
Ironically, it took seven years… to get the Level 7 aesthetics course, which I helped to create, accredited by the Regulated
Qualifications Framework. This was my proudest moment, and I became the first non-medic Level 7 practitioner.
It has been a tough road… getting the Level 7 accredited, but I believe it’s one of the key things that will be taken into consideration when the government makes its decision following the aesthetics licensing consultation.
I welcome a new licensing scheme… as long as it’s handled with common sense and doesn’t drive the industry underground. I believe that a goldstandard Kitemark training programme should set the minimum standard for the future. There needs to be local health and safety executive checks on a yearly basis, and everybody needs to be insured. There also needs to be a minimum of continuing professional development done every year, and a licence number for non-medics, like healthcare practitioners’ PIN numbers.
At 55 I still work six days a week… I love that I’m doing something I genuinely still get a
buzz from. Being able to teach and then jump back to the client is a good mix, because I keep my hands in. It keeps me fresh in an industry that’s trailblazing and always moving. There’s always something new to learn, and it keeps me passionate.
CHRIS’ TIPS FOR TAKING UP AESTHETICS
Apprenticeships are the way forward… I’d really like to work on pushing for apprenticeships within this industry to grow the market share.
● Before you spend any money… do your research!
● Check that the educators are fully qualified and hold the qualification themselves.
● Check how many learners are on the programme and how many learners have achieved their certificates.
● Speak to past learners.
● Check with the awarding organisation that the educators had an External Quality Assurance visit and passed it.
Polynucleotides and exosomes are trending… Right now, it’s all about treating the cell and treating the skin from the inside out –building the matrix and the structure of the skin to be the best canvas. Contouring is out, skin boosters are in!
