Oh, Yes You Cannes!

An epic gathering of L’Oréal Professionnel Paris’s (LPP’s) élite salon owner Portfolio Club

by CATHERINE | INFORM

“A glamorous view, a legendary city, an iconic moment,” announced Aurélien Guibert, the newly appointed Managing Director of L’Oréal Professional Products Division, as he welcomed guests to the 2025 gathering of L’Oréal Professionnel Paris’s (LPP’s) élite salon owner Portfolio Club this April. And with a stay in the ultra-deluxe Hotel Carlton in Cannes, complete with gorgeous sunshine, a crystal-blue sea and the greatest people-watching opportunities on the planet along the palm-lined Promenade de la Croisette, all the ingredients were in place for an epic experience.

Aurélien Guibret, Managing Director of L’Oréal Professional Products Division

As leading industry business thinkers, Portfolio members are used to challenging the norms, and with UK hairdressing undergoing a period of massive reinvention, LPP delivered food for thought from two keynote speakers. Damian Hughes, co-host of The High-Performance Podcast, gave advice on how to help teams navigate change (“You don’t need the answers, but you need to know how to ask the right questions,” he advised), while Dr Anne-Marie Imafidon encouraged the audience to “get out of your comfort zone” not just to embrace, but to help shape, technology in the workplace.

Meanwhile, LPP general manager Sussan Verghese took the opportunity to highlight the strength of the brand in the UK market, with 3.5X growth ahead of the pro hair market, cutting-edge technological breakthroughs in its product portfolio and incredibly strong consumer awareness. Strategies moving forward include elevating luxury colour services and dominating on colour-based care, armed with products like Vitamino and Metal Detox.

VTCT Skills Survey Reveals More New Stylists Are Older And Hungry For More

Findings question if salons are casting the recruitment net wide enough

by AMANDA | INFORM

In a survey of 260 newly qualified stylists, VTCT Skills found a significant number of newlyqualified stylists are older, more experienced in life and already focused on upskilling and adding value from day one.  

The survey showed that while 46.3% of newly qualified stylists have already pursued additional training, the biggest group actively seeking to upskill isn’t the youngest – it’s those who qualified in their 30s and 40s. Nearly 33% of those investing in extra training qualified in their 30s, and almost 20 per cent in their 40s. And unlike their younger counterparts, these professionals don’t struggle with confidence; they’re thinking about long-term career value, leadership and specialised expertise.

VTCT Skills are now urging employers and the industry to analyse recruitment strategies and ensure they’ve evolved to engage with all newly qualified stylists, not just the traditional school-leaver demographic.

Three Top Tips From VTCT Skills

1. Remember – Newly Qualified Doesn’t Always Mean Young & Inexperienced

Many assume that newly qualified stylists are young and hesitant, but a significant portion of this group is entering hairdressing later in life with confidence, experience and a proactive approach to training.

These professionals bring transferable skills from previous careers and are often focused on building business nous, specialising in high-value services or taking on leadership roles.

2. How Are You Targeting Your Recruitment Campaigns?

Are your recruitment ads and salon messaging aimed only at school leavers and early-career stylists? If so, you could be missing out on key potential talent.

Older newly qualified professionals are already looking for ways to upskill. How can your salon provide opportunities that appeal to them?

3. Engage A Broader Pool Of New Talent

Speak Their Language: Older stylists may be less focused on beginner training and more interested in structured career progression and specialist education.

Showcase Growth Potential: Highlighting leadership opportunities, advanced training and pathways to salon ownership could make your salon a more attractive prospect.

Rethink Mentorship: Not every new stylist needs hand-holding some may be great mentors themselves, bringing knowledge from other industries that could be valuable to your team.

“The future of hairdressing depends on attracting a diverse range of talent. If salons only target young, early-career stylists, they may be missing out on a confident, business-minded group of professionals who are ready to invest in their careers from day one,” says Nicola Steinbach, business development manager at VTCT Skills. “By thinking more broadly about recruitment, the industry can better support the needs and ambitions of all newly qualified stylists.”
 

“At 24, I was single parent, returning to work. Out of everything, hairdressingstood out. I could make it work around my life.”
The Older Apprentice: Emma Dixon, Ruby Tuesdays, Coventry

“At 24, I was single parent, my son was 18 months old and I started thinking of returning to work. I wanted that job to be something I wanted to do rather than just because I could do it. I thought back to what I was interested in before leaving school. Out of everything, hairdressing stood out. I could make it work around my life. 

“During Lockdown I discovered Instagram and a community of like-minded hair pros who wanted to upskill and share their education. I made the most of this and retrained in the areas I felt I lacked confidence and experience. I was also excited to be trying and achieving new modern on-trend looks. It opened my eyes to the creative possibilities and so much more. My view of the industry now is exciting and inspiring. It has lit a fire of curiosity and ambition. It challenges my skills in many ways and I am loving the variety my opportunities give me.” 

“Age should never be a barrier to entering the industry”
The Employer: Robert Eaton, Russell Eaton Salons, Yorkshire

“Taking on an older apprentice has been an incredibly positive experience for us as a business. When we first met Luke (by chance at a coffee shop where he was working), it was clear he had a real passion for hair, and when he reached out about an apprenticeship, we knew he’d bring something special to the team.

“As someone with more life and people skills, he came in with a great work ethic and a natural ability to connect with clients. Fast forward five years and he’s now a fully qualified stylist on the floor, an amazing asset to the team and incredible with clients.

“Age should never be a barrier to entering the industry. A mixed-age team brings different perspectives, energy, and experience, which only makes the salon stronger. I wouldn’t hesitate to take on an older apprentice again – it’s about finding the right person, and Luke has been a dream apprentice from day one”

“There has been a noticeable increase in mature learners in the Level 3 hairdressing course”
The College: Chloe Woodbridge, senior lecturer in Further Education Creative Industries (Creative Services), University College Birmingham

“This year, there has been a noticeable increase in mature learners in the Level 3 hairdressing course. Specifically, six learners aged 19+ are enrolled, indicating a broader age demographic in the field. This shift may suggest a growing appeal of hairdressing as a career choice for older students, possibly due to career changes or personal interest.

“There are distinct differences between younger learners (straight from school) and older students. A common challenge with younger learners is the lack of problem-solving skills and initiative. These students may need more guidance when approaching tasks that require critical thinking or independent action. This could be a result of less practical experience or maturity in handling real-world problems.

“Older learners generally have more life experience, but attendance can be a significant issue. They may juggle multiple commitments outside college (work, family, etc), which impacts their ability to attend classes regularly. This challenge is important to address to ensure consistent learning and progress. Support in balancing these commitments or flexible learning options could help mitigate this issue.

“Confidence levels can vary widely among both younger and older learners. At times, younger students may exhibit lower confidence in their skills, particularly in practical settings where performance is observed. They may still be developing their professional identity and feel uncertain about their abilities.

“Confidence in older learners can vary depending on their previous experiences. Some may feel more confident due to their maturity and life experience, while others may struggle with self-doubt, especially when returning to education after a long break.”

VTCT Skills Survey – More Insights

The age of qualification, based on the survey of more than 260 newly qualified stylists:

23% – 16-18

24% – 19-25

25% – 26-35

23% – 36-50

5% – 51 and above

Their career path:

34% of respondents are successfully self-employed

26% are employed in salons and businesses, enjoying stable careers and ongoing development

17% are pursuing further study, demonstrating a commitment to skill enhancement and career progression

[LAURA – what about the rest?]

Their ambitions:

32% dream of running their own business and shaping the next generation of stylists

27% of the respondents wanted to be working in a salon, many of whom are facing challenges

13% referenced wanting to be freelance, self-employed or offering mobile hair services

5% expressed a desire to mentor and train the future workforce.

The biggest challenges for the newly qualified? 30% mentioned the challenge of finding work and clients, while 17% emphasised the importance of confidence-building, underscoring the need for ongoing mentorship and real-world experience.

Many wanted to expand their technical skills: respondents mentioned colouring expertise (mentioned 27 times), extensions (13 mentions), Afro, textured and curly hair techniques (15 mentions) and perming (15 mentions).

Nearly half (46%) of newly qualified professionals have actively pursued further training post-qualification, with courses in advanced cutting, barbering, business management and client acquisition proving popular, highlighting a strong dedication to continuous learning and improvement.

As part of its commitment to empowering hair professionals, VTCT Skills is launching a membership platform. This will give access to a range of bitesize training, discounts on insurance, individual portfolio pages so employers can recruit and more. Join the wait list to be the first to know when it goes live.

BHC Report: Govt Must Halve VAT To Save Salons

Employment and apprenticeships will be decimated unless there’s action, warns explosive industry report

by AMANDA | INFORM

No new apprenticeships by 2027 and a 93 per cent fall in employment by 2030 – those are the stark findings from an incendiary British Hair Consortium (BHC) report on the future of UK salons unless the government halves VAT.

The report – by independent consultancy CBI Economics and based on responses from more than 2,000 salon owners and professionals – highlights how an unbalanced tax system is decimating the industry, largely because the sector is far more labour intensive than most other high street businesses, with limited chances to reclaim VAT costs. This is leaving VAT-registered businesses at a disadvantage, particularly with the rising levels of ‘disguised employment’. The latter described the practice of hiring contractors to avoid VAT and NI payments.

This unlevel playing field sees employers often contributing more than double the tax (12 per cent more) than the disguised model. The industry shift to self-employment has coincided with a decline in overall sectoral employment, which may have cost the Treasury £2.4bn in VAT receipts alone since 2009. The continuing drop in employment would create a sector “largely devoid of the employment rights that come with being an employee”.

The report also noted that cutting VAT on salon labour costs would be hugely cost-positive, potentially reversing the decline in VAT registrations.

“A ‘one size fits all’ tax system doesn’t work and has created an unlevel playing field. This report shows how cutting VAT to 10 per cent won’t cost the government a penny. It would save salons across the country and ensure the future of our industry, which sits at the heart of the high street” – Toby Dicker, BFC co-founder

Rising costs that are due to hit in full force in April following Chancellor Rachel Reeves’ Autumn Budget, have exacerbated the crunch for many salon employers. With the Spring Forecast due in five weeks, the BHC – which represents 50,000 UK hairdressing professionals – says the government must act urgently on VAT.

To show your support, the BHC is urging salon owners to visit bhc.co.uk to download the report and personalise the templated letter, which can be emailed to local MPs.

The BHC is a working group representing all areas of the UK personal care sector, including the Salon Employers Association, Salon Owners United, the Hair & Barber Council, the Freelance Hairdressers Association, the Men’s Hairdressing Federation and the Fellowship for British Hairdressing.

Reaction From Salon Employers

“The changes from the last Budget have made it very hard for salons to continue to offer the benefits of employment and we will certainly not be able to take on as many apprentices going forward. This will kill the future of our industry.” – Laura Geary, director at Headmasters, one of the UK’s biggest salon groups and one of the largest providers of apprenticeships

“Last year’s change in NI contributions has forced us to close our salon in Ormskirk in West Lancashire after 57 years of trading. Nearly all our competitors in Ormskirk are self-employed and we cannot continue to be competitive.

“We’re also a specialist provider of hairdressing apprenticeships – the largest in Liverpool. Last year we had over 300 applications but were only able to find employment for 60 apprentices because fewer salons can afford to take them on. Apprenticeships are the main route for sustainable careers in hairdressing, but the model is under threat if there aren’t enough salons able to directly employ hairdressers.” – Charlie Collinge, director at Collinge & Co, Liverpool

“One of the biggest challenges I’ve faced over the years has been VAT. A growing number of salons now operate with chair renters who don’t have to pay VAT, which allows them to keep their prices low and creates an uneven playing field.

“I also worry about the future for the next generation of stylists. Who will train them? Recently I had to make the difficult decision to let my two newest apprentices go because I simply can’t afford them. My training provider has no salons on their books looking for apprentices this year, as chair rental salons don’t typically train apprentices. If salons like mine continue to be squeezed, they’ll become less and less viable, making it even harder for employers like me to secure a stable future.” – Denise Thomas, owner of Denise Thomas Hair Salons, in Liverpool