# BLOG POST — How to Write and Implement a Zero Tolerance Policy That Actually Works in the Restaurant and Hospitality Industry
How to Write and Implement a Zero Tolerance Policy That Actually Works in the Restaurant and Hospitality Industry
August 19, 2025
Let’s be honest, sexual harassment doesn’t just show up in big, flashy headline-worthy events. It creeps in through the “offhand” jokes, the inappropriate comments, the lingering glances, the casual flirtation from someone in a position of power. In industries like hospitality, culinary arts, and education, we’re often told to “shake it off” or “don’t make it a big deal.”
But here’s the thing: it is a big deal.
If you’re running a restaurant, culinary school, events, hotels, or anything within the hospitality industry our number one job is to create a space where people can learn, grow, and thrive. That means putting a real zero tolerance policy in place. Not a policy that gets dusted off once a year for HR compliance, but one that’s lived and practiced daily as this is a people driven business.
So how do we do that? Let me walk you through how I help organizations write and actually implement a zero tolerance policy that protects everyone and fosters psychological safety.
Start With Your Values, Not Just the Legal Jargon
Policies shouldn’t sound like they were written by a lawyer who’s never stepped foot in a kitchen or hotel. Instead, anchor your policy in your organization’s core values: respect, dignity, professionalism, accountability, and care.
Open with a clear statement:
“We believe every employee, and guest has the right to a safe, respectful, and inclusive environment.”
When your values lead the way, enforcement and buy-in come naturally.
Be Crystal Clear on What Counts as Sexual Harassment
Too many policies are vague. So let’s be direct. Define harassment in a way that’s easy to understand and apply. Then list specific behaviors. Not just what might happen, but what does happen in real life.
Examples to include:
- Flirting with junior staff or interns
- Inappropriate jokes, gestures, or comments
- Touching, leaning in too close, brushing up against someone
- Asking someone on a date when there’s a power imbalance
- Sending unsolicited sexual messages or content
- Gossiping about someone’s appearance or sexuality
Say it. Write it. Own it. Because what’s tolerated becomes culture.
Protect Everyone: Staff, Chefs, Employees, and Event Workers
In many culinary or hospitality spaces, event staff are the most vulnerable. Make sure your policy doesn’t just cover full-time employees. Extend protection to:
- Interns and externs
- Students in training
- Guest chefs and visiting instructors
- Event staff and volunteers
And yes clients and customers are not exempt. If a guest hits on your staff, that’s your responsibility to address.
“The customer is always right” goes out the window when safety is on the line.
Make Reporting Clear, Safe, and Non-Retaliatory
If someone experiences or witnesses harassment, they need to know:
- Who they can talk to
- How to report (verbally, written, anonymously)
- That they’ll be believed and protected
- That there will be no retaliation
This last point is critical. If someone fears they’ll lose shifts, fail a class, or get iced out of opportunities for speaking up, your policy isn’t working. Make your anti-retaliation clause visible and enforceable.
Set Real Consequences and Stick to Them
A zero tolerance policy means no warnings, no “boys will be boys,” and no sweeping things under the rug. The consequences should be clear and consistently applied. That might include:
- Immediate removal from a position, role, kitchen, or event
- Suspension or expulsion from a program or event
- Termination of employment
- Reporting to external authorities, when required
People need to know you’re not playing games. If you say “zero tolerance,” mean it.
Train Like You Mean It
A written policy means nothing if no one remembers it—or worse, has never seen it. Build harassment prevention training into:
- Intern orientation
- New hire onboarding
- Annual refreshers for all staff
- Real-world scenarios and role plays (especially for chefs and event staff)
And don’t just go through the motions. Use examples relevant to your environment kitchens, event prep, restaurant service, etc.
Revisit and Reinforce the Policy Often
A good policy is a living document. Update it yearly. Review it after every incident. Post it in visible places. Include it in handbooks, digital platforms, and onboarding checklists.
When you show your commitment to safety regularly, it becomes part of your culture, not just paperwork.
Final Thoughts: If you want your school, restaurant, or organization to be a place where people actually thrive, your zero tolerance policy can’t be performative. It must be real, actionable, and human-centered.
Create a culture where jokes aren’t made at others’ expense, where power isn’t abused, and where speaking up isn’t just allowed—it’s encouraged.
This isn’t just about compliance. It’s about care.
And when we lead with that? That’s where real change happens.
If you have any questions or need help navigating this space, we are here to listen and support you through any harassment situations.
Kortney Peagram