Workplace Transparency Review

OUR WORKPLACE PRACTICES

We care deeply about our team and our industry. That’s why we’ve made meaningful changes to transform our culture and workplace over the last several years – including a new leadership structure, a fully paid internship program, improved hours and time off, expanded benefits, a dedicated HR team, leadership training, mentorship programs, and more.

This work is ongoing and we will continue to improve. We recognise that this change should have come sooner, and for that we are deeply sorry. We’re committed to making Noma a supportive and rewarding environment for everyone who works here. We’re proud to be a place shaped by exceptionally talented professionals who care deeply about their craft and moving our industry forward.

NOMA TODAY

There was a turning point for our organization in 2022 – we listened to concerns, learned from them, and made meaningful changes to transform our workplace culture, including a number of operational improvements. This coincided with the launch of a new branch (Noma Projects) and an opportunity to build a resilient organisation to take us into the next chapter of Noma.

In consultation with both our teams and expert input regarding workplace best practices, the following significant changes were put into effect:

  • An organisational restructure, including new hires in the executive leadership team, and a reorganisation of our existing teams with dedicated leadership structures, and flexibility for staff to move into new roles within our organisation
  • The creation of a dedicated HR function to provide support to staff at all levels, as well as supporting employees with visas, travel, housing, banking, etc. as many team members come to Noma from other countries. 
  • Everyone working at Noma is paid. Since October 2022, we have had a fully paid internship program, which runs for 6 or 12 month periods, to allow our interns to gain meaningful experience of operating in a 3 star Michelin restaurant.
  • The creation of a four-day work week for our restaurant team, to allow for more time off from service.
  • The creation of the Noma pension fund, including individual financial planning support. 
  • Competitive staff benefits including generous 28 weeks fully paid maternity and 14 weeks fully paid co-parent leave, health insurance covering dental care, physiotherapy among others.
  • An in-house physical therapist, offering significantly subsidised weekly treatment for all staff.
  • Mandatory leadership training for all staff with people management responsibility.
  • One-on-one leadership coaching for senior leaders.

Independent Workplace Audit 

To ensure that we keep our standards high and our workplace safe, we have initiated an externally led workplace audit to independently review our practices and employee experiences.

This process will take time, but we are committed to continuous improvement. If the findings reveal areas where we have fallen short or additional steps are needed, we will address them directly and take the appropriate action.

NOMA IN LOS ANGELES

This section outlines how we are supporting and expanding our team for Noma LA, including our 130 Noma Copenhagen employees and family members along with over two dozen local hires and a variety of community partnerships. 

Establishing Noma in LA

  • In preparing for Noma LA we began working with a team of well respected fine dining hospitality, legal, and regulatory compliance experts who have a deep understanding of how to operate under California and LA’s rigorous restaurant compliance requirements.
  • Working with Noma’s own in-house HR lead, Noma implemented a system that is compliant with Danish and U.S. policies to support all of the employees who made the trip from Denmark and our U.S. based employees that were hired to be a part of the Noma LA team.

Workplace and Training 

  • We have developed an extensive Noma LA employee handbook with policies and onboarding information, ensuring that every employee understands the compliance requirements, is supported throughout their experience, and knows where to go if they have any concerns while working at Noma.
  • All employees, even our most senior staff, participate in multiple workplace conduct training sessions over the last several months, including training for managers. This is all in addition to our standard onboarding. 

Bringing Copenhagen Employees to LA

  • Around 130 Copenhagen-based employees and family members have made the trip to California. 
  • All Copenhagen employees already had their own employment contracts with Noma. We have been working with our local team to make sure their compensation is compliant with both U.S. and Danish law. 
  • In addition to their standard compensation, healthcare, and benefits, each Copenhagen employee in LA is receiving:
    • Free housing for employees and their families (in the neighborhood near Noma LA) 
    • Travel insurance
    • A monthly stipend for personal expenses
    • Minimum of two free staff meals each day; this is also provided to our U.S. hires 
    • A monthly cell phone stipend for each employee; this is also provided to our U.S. hires
    • Daycare or schooling for staff with young families
  • No Interns in LA – While we are proud of our internship program, none of our interns have made the trip to LA and we do not have any interns working with us locally on this project, only full-time hires. All local hires have been brought on as full-time employees. 

Hiring U.S. based employees

  • Dozens of local hires: In addition to bringing seasoned Copenhagen team members to LA, we’ve also made more than two dozen local US-based hires, many with direct ties to LA or California.
    • These are all direct hires, not contractors, so in addition to compensation they are all eligible to participate in Noma’s free healthcare benefits program while working on this project.
    • The local employees are both front and back of house, including experienced chefs. 
  • Everyone paid above minimum wage – Every one of our local hires earns a base rate that is above LA minimum wage, in some cases significantly higher.
  • Scheduled paid overtime – Because we established a four-day work week for service teams, our structure intentionally includes scheduled paid overtime. With this planned overtime, blended hourly wages for Noma employees are higher than the benchmark for fine dining restaurants. 
  • Health insurance at no cost from day one – We have offered health insurance at no cost to the employee to each of our U.S. hires on day one of their employment, with no waiting period. 
  • Staff meals and cell phone stipends – A minimum of two free staff meals per day and the monthly cell phone stipend are also provided to U.S. hires. 

LA Community Programs and Partnerships

  • Throughout our time in LA, we are working actively with the local industry, farmers, producers, markers, foragers, and the creative community. We work with over 50 local suppliers for our menu, and over 20 craftspeople and artists for interior and design elements. 
  • We are doing a series of pop-up collaborations with local chefs, creating signature products with local food businesses, and hosting events for the wider community.
  • More details of our community involvement is on our website here, including:
    • Industry table for young LA industry professionals to attend Noma LA, on the house.
    • Donation directed to provide professional training sessions and community dinner programs for school districts in and around the LA area.