ABSTRACT
Labour turnover within the hotel and catering industry has provoked considerable discussion and debate over many years because at one extreme are critics who, using industries such as manufacturing as their yardstick, suggest that the turnover levels in some sectors are excessive, while at the other extreme are employers who take annual labour turnover rates of 200 per cent and more as quite normal and unremarkable. Whilst labour turnover is analysed by department and by length of service, the actual reasons for employees leaving need to be determined also. The actual termination procedures adopted, however, are concerned with individuals and these are divided into two main types: voluntary, where the employees leave of their own free will, and involuntary, where the employer decides that employment should terminate. The dismissal of an employee is a very serious measure particularly now that the law provides employees with protection against unfair dismissal.
