The Cookaburra Standard
The bar every venue on our books has to clear. Hospitality staff stay where they are treated well, so we only recruit for independent restaurants, hotels, bars, cafes, bakeries, wine bars and members clubs that meet a published standard for how their people are looked after.
Why we hold a bar
This is not charity, it is quality control. Every Cookaburra placement carries a rebate guarantee of up to 20 weeks. When a venue treats people poorly, placements fail inside that window, the candidate suffers, and we wear the cost. The Standard protects all three of us.
It also means something simple for both sides of our work: employers hiring through Cookaburra get candidates who stay, and candidates registering with Cookaburra never get sent somewhere we would not work ourselves.
of hospitality workers reported mental health struggles in recent industry surveys
venues offer structured wellbeing support such as trained first aiders or an EAP
reason people leave hospitality is poor balance between work and life
The eight requirements
Checked with every venue before a role is listed, and verified for as long as we work together.
Salary published on every role
Every role we advertise shows real pay. No 'competitive salary', no negotiating in the dark.
Pay at or above the Real Living Wage
Wages meet or beat the Real Living Wage, verified before a role goes to market.
Rotas shared at least seven days ahead
People can plan their lives. Last minute rota changes are the fastest way to lose good staff.
Two consecutive days off in a standard week
Split single days off never let anyone properly rest. Consecutive days off are the baseline.
No unpaid trial shifts
Working time is paid time. Trial shifts are paid at the proper rate or they do not happen.
Breaks honoured on every shift
Legally required breaks actually taken, not theoretically available while the pass is busy.
Real wellbeing support in place
A named wellbeing contact, an employee assistance programme, or a trained mental health first aider on the team.
Work rights handled properly
Lawful right to work checks and honest conversations about sponsorship from day one.
How it is verified
- 1
Before we list a role
Every new venue completes the Standard checklist with us before their first role goes to market.
- 2
After every placement
We check in with the candidate and the venue at 4, 12 and 20 weeks. What we hear tells us whether the Standard is being lived, not just signed.
- 3
If a venue slips
First an honest conversation. If nothing changes, the venue comes off our books. The badge means something because it can be lost.
The badge
Venues that meet the Standard receive this badge for their website, careers page and social channels. It tells staff and guests alike that this is a venue where people are looked after, and it tells candidates a role is worth applying for.
Download the badgeHold the bar with us
Hiring for a venue that already treats its people well? Most venues we speak with meet the Standard comfortably, and the checklist takes ten minutes.