Please find below useful information ahead of visiting the club
+44 (0) 207 499 8581
email@example.com for hotel enquiries/bookings
Click here to view current service times.
All members and their respective guests are required to check-in at the front desk upon arrival. This is an important part of our arrival procedure. It allows us to ensure that the club is accessed only by active members and their invited guests, as well as having a full record of anyone in the building in case of an emergency.
A member may walk in with up to three guests when visiting the club for drinks, without a reservation. Guests who arrive at the club for a reservation in advance of their host member, will be seated, but in the event the member does not arrive, they will be asked to leave. Guests must remain with a member for the duration of their visit and may not remain in the club in the absence of the host member.
RESERVATIONS & CANCELLATIONS
Dining reservations can be secured by emailing us at firstname.lastname@example.org or by dialling +44 (0) 207 499 8581. A bespoke party menu is offered for reservations with 9 people or more. Alternatively, members can access our online reservation system by logging into their account using their membership ID. Online bookings can be modified or cancelled up to 24 hours before the reserved time. Kindly be informed that there are specific seating restrictions in place for our garden and terrace areas.
GUESTS UNDER THE AGE OF 18
Guests under the age of 18 are only allowed access to the club on a Saturday, Sunday or bank holiday between 8.00am and 6.00pm when accompanied by a full member.
Members and their guests must be 21 years or older to visit Leo’s nightclub.
Laptops, phones, tablets and business papers may be used in the club until 5.00pm (other than in the Dining Rooms and in Oscuro where such devices and/or papers are not permitted at any time) but not in a manner that might cause a nuisance to other members. Mobile devices must be set to silent, meeting or vibrate mode at all times. Please note that a hotel guest may be asked to move if staff consider their activity to be causing disturbance to other members.
PHOTOGRAPHY, VIDEOGRAPHY & SOCIAL MEDIA
The club enforces a strict no photography, no videography and no social media policy.
Discretion is important to us and we ask that members are respectful of their fellow members and honour one another’s privacy.
RULES & BYE-LAWS
The Rules & Bye-Laws are always available on the club’s website. Members are responsible for the behaviour of their guests and it is advisable they make their guests aware of the relevant Rules & Bye-Laws ahead of visiting the club. Any member or guest who does not comply with the Rules & Bye-Laws may be issued with a warning and subsequently banned from the club.
CULTURAL PROGRAMME & MEMBER EVENTS
Currently, the club’s music and events programme is communicated to all members by email. Members are required to RSVP to the events they wish to attend, with the number of guests permitted detailed on the event listing. A calendar of upcoming events can be viewed on the website at any time, please click here.
DRESS CODE POLICY
The Arts Club operates a smart/elegant dress code.
Please ensure you and your guests are dressed appropriately. Those who fail to comply may be refused entry.
On the weekends, or on a bank holiday from 8.00am – 6.00pm, children are welcome at the club and we ask that they are also smartly attired.
• T-shirts with slogans, large brand logos and/or graphic images
• Ripped or distressed jeans
• Denim shorts
• Men in shorts
• Hot pants
• Gym shoes or trainers
• Flip flops and overly casual sandals
• Sportswear, athleisure or hooded jumpers
• Baseball caps, beanies and any other hats, aside from elegant hats such as a fedora or trilby (which should be removed in the restaurants)
• Overly revealing attire
Those who technically comply with the dress code but still do not appear sufficiently well-presented may be refused entry. This decision will be entirely at the discretion of our front desk team, and we ask that you ensure the dress code is conveyed to any guests you invite to the club.
Your use of any information or materials on this website is entirely at your own risk, for which we shall not be liable. It shall be your own responsibility to ensure that any products, services or information available through this website meet your specific requirements. This website contains material which is owned by or licensed to us. This material includes, but is not limited to, the design, layout, look, appearance and graphics. Reproduction is prohibited other than in accordance with the copyright notice, which forms part of these terms and conditions. All trademarks reproduced in this website, which are not the property of, or licensed to the operator, are acknowledged on the website. Unauthorised use of this website may give rise to a claim for damages and/or be a criminal offence.
From time to time, this website may also include links to other websites. These links are provided for your convenience to provide further information. They do not signify that we endorse the website(s). We have no responsibility for the content of the linked website(s). Your use of this website and any dispute arising out of such use of the website is subject to the laws of England, Northern Ireland, Scotland and Wales.
The Arts Club is totally committed to fostering equality and opportunity for all our people. We are proud to have created a culture which ensures women are well supported in the workplace and get the best possible opportunity to progress. The high number of females in senior leadership roles compared to males reflects our hard work and commitment in this area.
The Arts Club is one of the very few organisations that can boast a positive gender pay gap (in favour of women) in all the sections of the data requested. This result encourages us further to maintain our position as a pioneer in championing women and diversity in the hospitality industry. Our calculations followed the legislative requirements as set out in the Equality Act 2010 Regulations. All staff who were deemed to be full paid relevant employees at 31 March 2018 were included. The data set reflects a total workforce of 287 individuals. As part of our HR strategy, for the last five years we have worked hard to improve gender equality and diversity by advocating flexible working and promoting or recruiting more women into senior leadership roles. We ensured that personal attention and outstanding support has been provided to employees during their pregnancy and help with their return to work after maternity leave.
Our data is in favour of women with the mean hourly gender pay gap at -25.82% (i.e. on average, women across the club are paid 26% (approximately) more than men). Median hourly pay gap is also in favour of women with -6.13% (i.e. women are paid approximately 6% more than men when taken a sample from the middle level employees). In line with the above statistics, the Mean bonus pay gap is again in favour of women at -68.07% (average bonuses paid to women are substantially higher than to the men). This is in part due to the key senior leadership roles in the organisation being held by women. The median bonus pay gap is -1.71% (i.e. when taken a sample from the middle level employees women are paid nearly 2% more bonus than men).
We will not rest on our laurels. We will continue to work to not just meet our legal responsibilities but be a role model for others ensuring that equality is an integral part of all our people management processes and procedures. We will constantly monitor our pay policies to ensure that there is no gender pay gap between men and women in equivalent roles.
In spite of extremely positive results, we believe there is always room for improvement. We will continue to explore areas of the business that are predominantly male dominated, particularly kitchen and bar, and take necessary steps to attract more females to ensure better gender balance.
Furthermore, we will also focus on, and continuously monitor, our recruitment processes, policies and systems to ensure there is no unconscious bias towards any gender. We aim to help women progress in their careers and achieve their full potential through developing future talent management schemes such as “Internships” and “Women in Leadership”. Whilst we are proud of our results, we have an even greater responsibility to continue to be the front runner in empowering women and to replicate our results and culture in all our forthcoming international openings.
“The Arts Club’s ambition is to create the most progressive and diverse workplace in the industry and be a role model for other organisations. We want our people to know that they will be compensated according to their skills and expertise, not their gender, life decisions, background, or ethnicity.”
I confirm that the information set out in this report is accurate.
Chief Executive Officer