Every Contract a Salon Needs in the UK (2026)

Last updated: February 2025

Legal Requirements for a Salon

UK salons must comply with the Health and Safety at Work Act 1974 and specific regulations including COSHH (Control of Substances Hazardous to Health) Regulations 2002 for chemical treatments. Local authority licensing may be required for certain treatments (tattooing, piercing, electrolysis) under the Local Government (Miscellaneous Provisions) Act 1982. The Consumer Rights Act 2015 applies to all treatments. Employment law applies to employees, while chair renters are typically self-employed (but HMRC scrutinises this). UK GDPR applies to client records.

Essential Contracts

Client Consultation and Consent Form

Documents client medical history, allergies, patch test results, and informed consent for treatments — essential defence against negligence claims

Employment Contract

Required for employed stylists and therapists, with specific clauses covering commission structures, product sales targets, and non-solicitation of clients

Chair Rental or Booth Rental Agreement

Defines the self-employed relationship between the salon and chair renters — must genuinely reflect self-employment to avoid HMRC reclassification

Commercial Lease

Premises lease covering permitted use for beauty treatments, extraction and ventilation requirements, and compliance with building regulations

Recommended Contracts

Treatment Aftercare Instructions

Written aftercare documents for treatments like chemical peels, laser, or extensions — reduces liability by demonstrating proper duty of care

Gift Voucher Terms

Terms for salon gift vouchers covering validity period, transferability, and what happens if treatments change in price

Non-Solicitation Agreement

Prevents departing staff or chair renters from soliciting the salon's clients — must be reasonable in scope and duration to be enforceable

Common Legal Risks for a Salon

  • Negligence claims from allergic reactions without documented patch tests and consent forms
  • HMRC reclassifying chair renters as employees, triggering backdated PAYE and NIC liability
  • Departing staff taking client lists and booking directly with clients
  • Local authority enforcement for unlicensed special treatments (piercing, tattooing, certain skin treatments)
  • COSHH non-compliance for chemical treatments leading to HSE prosecution

Industry-Specific Notes

The chair rental vs employment distinction is heavily scrutinised by HMRC. Genuine self-employment requires the chair renter to control their own hours, use their own products, set their own prices, and have the ability to work elsewhere. If the salon controls these aspects, HMRC will likely classify the arrangement as employment. The National Hairdressers' Federation provides guidance and standard contracts for the industry.

FAQ

Is a chair renter an employee or self-employed?

This is one of the most contested areas in salon law. HMRC applies a multi-factor test looking at: control (does the salon dictate hours, prices, and methods?), substitution (can the renter send someone else?), mutuality of obligation (must the salon provide work and must the renter accept it?), and financial risk (does the renter bear their own costs?). If the chair renter controls their own schedule, sets their own prices, provides their own products, can work elsewhere, and pays a fixed rent regardless of income, they are more likely genuinely self-employed.

What consent forms does a salon need for treatments?

Best practice requires a detailed consultation form before any treatment, covering: medical history, medications, allergies, skin conditions, previous treatments, and lifestyle factors. For chemical treatments (colour, perms, chemical peels), a patch test record at least 48 hours before treatment is essential. For aesthetic treatments (Botox, fillers, laser), additional informed consent documenting risks, alternatives, and expected outcomes is required. These forms are your primary defence in any negligence claim.

Can a salon prevent a departing stylist from taking clients?

A non-solicitation clause in the employment contract can prevent a departing stylist from actively contacting and soliciting clients for a limited period (typically 3-6 months). However, a non-compete clause preventing them from working at a nearby salon must be reasonable in geographical scope and duration — courts will strike down overly broad restrictions. For chair renters, restrictive covenants must be in the rental agreement and are harder to enforce than for employees. The salon should also protect its client database as confidential information.

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This is guidance, not legal advice. Consult a solicitor for complex matters.

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