Backing ambition in Manchester’s hospitality sector
5th March, 2026
It is no secret that these are tough times for hospitality. Rising costs, shifting employment law and ongoing workforce pressures mean operators are navigating one of the most complex trading environments in recent memory.
And yet, walking through Manchester’s newest hospitality venues on Ward Hadaway’s recent “Manchester Safari”, what struck me most was determination.
From Ducie Street Warehouse to House of Social, via Lina Stores, Soho House and Campfield Market, we saw a vibrant and thriving Manchester.
With a city centre population of around 100,000 and projections suggesting this could rise to 250,000 in the years ahead, the scale of opportunity is obvious. Add to that one of the largest student populations in Europe and a regional catchment measured in the millions, and it is clear why operators see long-term potential here.
But to truly create successful venues we need to look after people. Each founder and operator spoke not just about margins and footfall, but about their own ambition, vision and determination. That personal stake drives standards. It drives innovation. And it builds culture.
They also gave up valuable time to host us, feed us and talk candidly about their journeys. There was genuine collaboration and support between operators. A willingness to share lessons learned. A recognition that an exciting hospitality scene benefits everyone.
From an employment law perspective, that focus on people is critical. Hospitality is, at its core, a people business. Without good people, it cannot survive.
The challenge is that the legal landscape is shifting. The Employment Rights Act 2025 introduces significant change. Statutory Sick Pay becoming a day one right will increase cost exposure and require more proactive management of absence. The move towards unfair dismissal protection after six months’ service will demand more rigorous recruitment processes and structured, well-managed probationary periods. Managers will need training and confidence to address issues early and fairly.
Longer term, proposed reforms to zero-hours arrangements and the move towards guaranteed hours will require careful workforce planning. But employment law should not be viewed as a barrier to growth. It as a framework within which strong cultures can flourish. As well as legal safeguards, proactive absence management, clear expectations during probation, meaningful engagement with staff and well-trained managers are commercial imperatives.
Manchester’s hospitality sector faces real headwinds. But if the determination, collaboration and ambition saw on that walking tour are anything to go by, the city’s potential remains extraordinary.
Please note that this briefing is designed to be informative, not advisory and represents our understanding of English law and practice as at the date indicated. We would always recommend that you should seek specific guidance on any particular legal issue.
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