We, the undersigned, call on Lovisa to address the following issues affecting its UK retail staff:

1. Uncompensated Opening and Closing Duties

Employees are often required to arrive early and stay late to open and close stores, performing tasks such as counting cash, cleaning, and completing end-of-day reports. These duties extend beyond scheduled shifts and are frequently uncompensated.  UK employment law mandates that workers should be paid for all hours worked, including overtime.  

2. Mandatory Jewellery Requirements

Lovisa enforces a strict dress code requiring employees to wear a minimum of three pieces of the company's jewellery during each shift—typically earrings, a necklace, and a bracelet. However, the store does not provide sufficient stock for all employees, and sharing items like earrings is prohibited for hygiene reasons. This policy effectively forces staff to purchase jewellery out of their own pockets to comply with the dress code.  While UK law does not obligate employers to provide uniforms, any costs incurred by employees for required attire should not reduce their pay below the National Minimum Wage.  

3. Unpaid Mandatory Online Training

Employees are required to complete online training modules outside of working hours without compensation. This practice is concerning, as UK employment law stipulates that mandatory training should be paid if it's a condition of employment.  

4. Bag Checks and Delayed Exits

At the end of each shift, employees undergo mandatory bag checks, which delay their ability to leave the store promptly. These checks are conducted after clocking out, meaning staff are not paid for this time. In the UK, if such security procedures are compulsory, the time spent undergoing them should be considered working time and compensated accordingly.  

5. Inadequate Scheduling and Preparation Time

Employees are expected to perform tasks such as vacuuming, counting change, and completing reports during opening and closing times without adequate preparation or compensation. The manual nature of these processes, combined with insufficient staffing, leads to delays and increased stress for employees. 

6. Restrictive and Discriminatory Dress Code

The current dress code prohibits comfortable attire such as sneakers and knitwear, which can leave employees feeling cold and uncomfortable during shifts. Such restrictive policies may disproportionately affect certain groups and could be considered discriminatory under the Equality Act 2010 if they disadvantage employees with specific needs