Former staff of Strays at the Ossington, Newark, allege issues with incomplete wages, late paydays, and missed pension contributions — but family-run cafe denies wrongdoing
Fed-up staff at a town centre café say they have been plagued by money worries — alleging issues with incomplete wages, late paydays, and missed pension contributions.
Several former staff members of Stray’s at the Ossington have spoken to the Advertiser, who all wished to remain anonymous, to raise their concerns over the treatment of staff — although the eatery denies any wrongdoing on its part and says managers have been on the receiving end of ‘aggressive behaviour’.
One former staff member of the Newark cafe, who will be referred to as staff member A, said: “All payments I received where either delayed or received in fractions, we were always having to ask when we would be paid.”
Another former employee, referred to as staff member B, added: “In terms of my mental health, it was appalling. There was no information on what day you were getting paid, or what you would be getting paid.”
WhatsApp messages between staff and management at Stray’s, seen by the Advertiser, show employees enquiring at just past 3pm on payday about the lack of money appearing in their bank accounts, while other correspondence shows the general manager on one occasion offering 80% pay and the further 20% at a later date due to sales “at an all time low”.
The message, which appeared to be sent on the expected payday, stated: “As we do not have enough to pay everyone’s full amount, we have made the business decision to pay everyone 80% of their wages today and the further 20% on Saturday… we would rather see you all paid as much as we can afford today, instead of some being paid and others not.”
When approached by the Advertiser, Stray’s accepted the occurrence of the split payment, but stated that clause 4.1 of its employment contract allows for the company to ‘alter the time, method, and frequency of payments by providing you with reasonable notice of any change’.
A spokesman stated: “Reasonable is not stipulated and is subjective. On the occasion this happened, staff were notified verbally 48 hours prior. So whilst it is accepted that this took place, the company was entirely within its contractual obligations.”
Due to Stray’s being a small, family run business, the spokesperson further explained that it is the managers’ responsibilities to handle wage payments, and staffing shortages mean this can often be done after they have had to work a full shift during the day too.
“I can confirm that over the last four months, wages have been paid on August 12, September 9, October 14 and November 11. This is the correct contractual payment date in each case,” the spokesman added.
“Where the confusion may arise is as to timing. Some staff begin messaging about wages from as early as 9am in the morning and continue to chase all day. However there is no stipulated time for payment. This issue concerns the staff’s expectations, and not the reality of the situation.”
Evidence provided by the former employees showed that, on another occasion, after being asked by a staff member about when they would be paid, a message from Matthew Short, the director of Stray’s current limited company EatDrinkJazz Ltd, stated: “I don’t have any payslips and the accountant is away. So I’ve estimated the pay and sent you that.”
His message stated he would send out the balance and payslips when he had them.
It is also alleged that, in a staff meeting, Mr Short said he could not guarantee late payments would not happen again — and shifted blame to staff and the Government for the firm’s financial situation.
A message sent to staff by Mr Short following that meeting stated: “As per your request last night, I'm giving you the choice. I can make equal percentage payments to you all on the days funds allow or I can pick individuals at random and pay you each the balance of your wages until everyone is brought up to date. The latter means some will be paid before others… Thanks again for your support and continued hard work, while we get this all rectified.”
It was also alleged that managers had, on occasion, been offered to defer their pay to ensure everyone else could be paid, but then the other staff’s pay would still not be forthcoming.
The Employment Rights Act 1996 sets in law that employers must pay their employees wages on the agreed payday, ACAS’ website states.
The pay schedule for the business also meant staff would be two weeks into work of the next month before they were due to receive the pay for the previous month — a schedule Stray’s spokesman stated is “based on an ongoing dialogue with staff to try and arrive at a date that suits everyone”, however they noted it “is difficult to please everyone”.
“It should be pointed out that where any financial hardship exists management have regularly agreed to advance wages to assist, or have agreed to shorten pay periods for individuals as needed,” they said.
Staff member A added: “There was no sense of security and stability.
“No matter when you leave you’ll be owed money. I think it was done intentionally.
“A lot of people are owed a lot of money, and they’ve put a lot of effort in working there.”
Staff member B said: “It’s shocking how they actually operate. I’ve never known anything like it in my 30-year hospitality career.
“Every employee I worked with struggled to get their final salary.”
It is claimed some workers were told they didn’t need to work their notice, and others left without serving it as they believed their contract to have already been breached due to delayed pay, not getting their contracted hours, and not having their pension contributions paid, which resulted in thousands of pounds of docked pay.
“You had to hassle for payslips,” staff member B added.
“It was devastating for your emotional health and mental wellbeing. I put my heart and soul into my work there, and saw how little respect was shown to employees.
“I don’t know how they get away with it.”
One member of staff was even given a negative payslip indicating they owed the company nearly £400 after not working their notice, with more than £2,000 docked from them.
Stray’s maintains it correctly invoked clause 15.3 of its contract, which allows pay to be docked if employees do not work their notice. It denies any previous breaches of the contract, and any awareness of late or lacking pension contributions.
However, the former staff members explained that even those who worked full notice hadn’t been paid what they were owed — including a third former staff member, C, who explained to the Advertiser they had had to begin taking medication to combat panic attacks due to the stress of the situation.
They said they had not been paid despite working their full notice, and said further attempts to contact Mr Short had gone ignored.
Staff member C said: “It’s affecting my credit, I can’t pay my rent, I can’t pay my bills.
“It’s the third month I’ve been late with my rent because of this and my landlord is not happy.
“I’m not sleeping well, I’m very stressed and snappy to my partner. I feel terrible, it’s not their fault and it’s not mine.
“I’ve tried to do everything properly, but I’m being penalised.”
The change in limited companies operating Stray’s — previously Crantock Trading Ltd before EatDrinkJazz Ltd — also lead to confusion over who should be contacted over missing pay, although staff member C said they had eventually received the previous paycheck from Crantock in an 80%, 20% split.
“It was without warning,” Staff member C added.
“They texted afterwards and said ‘you will have noticed you’ve only received 80%’. Its patronising, and there is a lack of communication.”
Addressing concerns about the former employees’ mental health, Stray’s spokesman added: “The company assisted by advancing payments, shortening pay dates and allowing flexibility as to contractual hours to enable them to earn more. Pay rates were increased where possible to assist and current pay rates are amongst the highest locally.
“Whilst the company believes it is their obligation to help wherever possible, it is not their responsibility to manage employees life choices.”
The business also highlighted its almost 30 years of trading, during which time it has “not been subject to any censure by way employment tribunal, complaint of discrimination of any kind, or any legal action of an employment nature”, and has retained “long serving, diligent and loyal staff” including one staff member having been with Stray’s for ten years.
The spokesman added: “The business takes staff management very seriously and as a result employs an external HR Consultancy firm to manage all its HR issues, including provision and maintenance of staff contracts, disciplinary advice, management of disciplinary procedures and general protocols.”
It was suggested a number of staff left due to new opportunities arising in the area, and that movement of that kind is normal among hospitality workers.
