Hospitality businesses, gastronomy and labour relations Enrico Gragnoli1 I. Hospitality and labour relations. – II. Self - employment and subordinate working relations in the hospitality industry. – III. Acquiring skills for gastronomy and training apprenticeships. – IV. Protecting trade secrets. – V. Liability of hospitality businesses and their employees. The essay discusses the labour law regulation for people employed in restaurants and outlines that there is no tourism labour law as such, let alone one for restaurants or public enterprises; nor can we imagine the development of any in Italy, even in the long term. So, the essay examines some problems, according to the general principles of Italian labour and employment law. Keywords: hospitality, restaurants, labour law, trade secrets, liability. I. THE HOSPITALITY INDUSTRY AND LABOUR RELATIONS As with any other enterprise, the catering and gastronomy industry and tourism or public establishments in general have to factor their employees’ working activities into production. They must also manage the appropriate protection regulations, particularly with regard to predominantly subordinate employment relationships, as being self - employed is a rarity in this field. The extensive body of regulations and laws has not created separate categories for organisations offering gastronomy and hospitality - related activities. As a result, there are no specific criteria that apply to them. There is no tourism labour law as such, let alone one for restaurants or public enterprises; nor can we imagine the development of any in Italy, even in the long term. Regardless of the sector concerned, employers must respect labour law as a whole, and observe all the associated obligations. Regulations apply regardless DOI 10.60559/gl11 1 University of Parma.
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