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How to get a job in a ski resort this winter: latest advice and tips

skiers off piste - Getty
skiers off piste - Getty

"Doing a season" — or working in a ski resort — has long been a rite of passage for ski-mad Britons. As inventors of the catered ski chalet holiday, it’s been British workers who have staffed these chalets for decades, as well as many of the bars and nightclubs in resorts popular with holidaymakers from Britain in the Alps.

But thanks to a combination of tightened work regulations across the continent, Brexit and Covid-19, the number of chalets and the employment options offered during the winter has dwindled — with this season set to be even worse after many companies who tried out the visa application process last season found it too difficult to navigate.

Inghams and Esprit Ski, both traditionally big employers of British staff, are seeking mainly European passport holders this winter and predict only a quarter of their 250 staff will be British passport holders. A spokesman told The Telegraph: “We anticipate that we may need to look to the UK to fill the more specialist roles such — as qualified childcare staff, chefs and chalet hosts — if we cannot fill them locally.”

Ceri Tinley, managing director of luxury chalet brand Consensio, said that after trying out the visa process last winter, Consensio is only hiring EU passport holders this year. “Following Brexit, we found the work permit/visa process very long, complicated and expensive for UK passport holders,” said Tinley.

“We went through the process this last winter for six returning staff but it just isn't feasible to do for a team of 60 seasonal employees. Especially when there is no method to speed up the process for replacing any employees mid-season. We have decided to only employ EU passport holders or other nationalities (including UK) who already have the right to work in France going forward.”

Ski Basics, which runs nine catered chalets in Méribel, used to hire more than 30 staff each winter, most of them Britons. Last winter they took on 21 staff but only four held British passports. After experiencing the “time consuming and costly” visa process, Ski Basics co-owner Julia Trim said for this season she is “focusing on EU passport holders”.

“So far this summer we have received hundreds of CVs from fantastic British candidates who have the relevant experience in hospitality and a passion for skiing, unfortunately the administrative hoops we have to jump through and costs involved with employing these candidates has meant that, for now, we are only focusing on EU passport holders,” she said, but added this was not a straightforward process either: “We have far fewer applications from EU passport holders so the recruitment process is much harder.”

But some companies are continuing to hire the same number of British workers, of which VIP Ski is one. Managing director Andy Sturt said his company employees 150 staff overseas, the same as before Brexit, increasing its headcount in recent years in line with European working regulations.

Sturt said: “Fundamentally, I believe the British chalet holiday is a cultural icon that only British staff can deliver. The demand for this type of holiday is massive, so it’s worth the extra effort to maintain something only Britons know how to deliver.

“The skills and know-how required for chalet staff are passed down through generations, so the fact that the hiring process is difficult is my problem, no one elses.”

le ski - Le Ski
le ski - Le Ski


Will Britons be able to work in ski resorts this season?

The short answer is yes, but the process of getting a visa to work in Europe is not a quick one. For this reason, and because there are fewer jobs on offer than ever before, if you’re looking to work in a ski resort next winter you must act now.

The turnaround for a 90-day work permit is around two to three months — with no guarantees — and once an employee is in resort, they must apply for what’s called “Carte de Sejour Pluriannuel” in France. This is essentially a type of residency that allows the holder to work six months of the year for three years and involves multiple visits to the local council as well as a medical with chest x-rays.

It sounds complicated and it is, but thankfully employers handle most of the paperwork. “If you’re looking to do a season, start applying early (around now, if you haven’t already) and go with a reputable company — an SBIT member preferably,” explains Charles Owen, managing direct of European Pubs — which owns venues including Jacks Bar and Copiña in Méribel — as well as director of Seasonal Business in Travel (SBIT), a group of 120 companies lobbying to streamline the visa process and who advises its members on procedure.

“If you don’t have the right paperwork, beware. You could face deportation and have great difficulty entering Europe again.”

What impact have Brexit and coronavirus had on seasonaire jobs?

Before Brexit, France and Austria clamped down on working regulations, including enforcing the cap on hours, decent rates of pay and legally required days off. After applying the rules loosely for many years, many British companies were forced to toe the line, changing working procedures and increasing headcounts. After the UK left the EU on January 31, 2020, seasonal ski staff could no longer be hired under the Posted Workers Directive in EU nations so Britons were left applying for permits for jobs in a similar way to those in Australia, the US and Canada.

Once they’d learnt to cope with wage increases and different working patterns, an already dwindling number of chalet operators figured out how to navigate the rules to hire the staff they needed amid a global pandemic that cancelled most of the 2020/21 ski season.

“We believe there were 8,000-10,000 seasonal workers in France before Brexit, and last year only 2,000 — which is a 75 per cent drop in the workforce,” says Charles Owen.  “But through Covid a number of operators either folded or reduced their offering dramatically, so the chalet offering has been slashed and overall there are far fewer jobs this season.”

The outlier is non-EU Switzerland, where British worker rights have remained the same – all that is required is a UK passport, address and national insurance number to be granted a four-month winter season work permit (which does not count towards the 90 tourist days in the Schengen zone). “Working for a British chalet company in Switzerland is far easier than it is in the rest of the EU. This is because the Swiss and UK are working much closer together since Brexit. It was one of the first post-Brexit trade deals we signed, and we are in the process of negotiating an even tighter new trade agreement as well,” says Tom Avery, founder of Ski Verbier Exclusive, a chalet operator in the Swiss resort, which recruits 60 seasonal staff during the season.

What does this mean for my holiday?

The good news is that there are still chalet operators employing British staff, so if that concept of the catered chalet wih English-speaking hosts serving champagne, teaching your children to bake cakes and enjoy a joke with you at après, it is still available in all the major destinations in France, Austria, Italy and Switzerland.

However, there are fewer chalet options than ever before and you might hear more Irish and Dutch accents around — two English-speaking countries who currently have pick of the ski job market.

Words by Abigail Butcher


The jobs

Chalet host

A picture of an acne-ridden, nervy school leaver accidentally burning an apple crumble may jump into your mind with the words 'chalet host'. However, in truth this is a highly skilled role especially with the increasing level of service offered by many chalet operators – although there is nothing wrong with being an 18-year-old host, guests' expectations are high and cooking a good quality three-course dinner, plus canapés and afternoon tea in some cases, for 10 to 20 guests each day is no mean feat.

Resort rep

The rep's job is to be a point of contact for the guests in case they have any questions or problems. It starts with the transfer from the airport into resort, during which reps often sell lift passes, equipment hire and lessons. During the week, the rep will call in on their guests regularly or have an allotted time or place where guests can drop by to see them – be prepared to be an encyclopedia of information and a fast-acting problem solver.

Nanny

Childcare is a big job in the mountains – parents want to enjoy the slopes, safe in the knowledge that their little angels are in good hands. Family specialist tour operators like Esprit Ski, The Family Ski Company and Ski Famille have a range of childcare options, including evening babysitting services. Companies will usually require some level of childcare qualification.

Bar tender

This is one of the most sought-after roles in a ski resort – possibly because of the opportunity it affords to drink for free. Bar experience is essential as resort bars can get extremely busy, and confidence when speaking with customers and a working knowledge of the language are both handy.

Plongeur

This is the infinitely more sophisticated term for a KP, or washer upper. The general kitchen dogsbody, a plongeur washes up, dries up and generally helps with anything menial that needs doing in the kitchen.

Ski bum

A ski bum does exactly what s/he says on the tin – this is a skier or snowboarder who bums around resort for the season. They don't let something as irritating as a full-time job get in the way of hitting the slopes. This lifestyle can be executed well or poorly, depending on an individual's luck, charm and chutzpah.


The companies

As you might expect, the big tour operators, such as Crystal Ski, Inghams, Neilson or Skiworld, are the ones with the most jobs available – however as detailed above even they have been forced to look for local talent out in resorts. For those jobs that will be recruited in the UK, the benefit of working within a larger organisation is that there's a clear chain of command; there's always someone to refer up to if things go wrong, and you can work as part of a big team if that's what you feel most comfortable with. There's also the added bonus of having a greater choice of destinations, as these tour operators work in a wider range of resorts – although many have shrunk their offerings in recent years.

Smaller, more bespoke companies offer a different, but equally attractive experience. Working for a more niche organisation, such as Le Ski or VIP Ski, can feel more personal – as if you're a very important part of the company, rather than a cog in a much bigger machine. However, with smaller budgets and fewer resources to play with these outfits may or may not choose to avoid the time and expense of employing British staff in the mountains – approaches vary between operators.

Watch out for gap year programmes that charge applicants hundreds, or sometimes thousands, of pounds to secure a job in a ski resort – you can have the same experience by getting a job through a reputable company, without having to pay for the experience.


The resorts

There isn't time to go into every resort here, but do some research before you go. There's a world of difference between a traditional party resort (such as St Anton or Val d’Isere) and a family resort (such as Flaine or Les Menuires), a small, quiet village off the beaten track (such as Adelboden or Champoluc) and a sprawling French mega-resort spread over several bases (such as Les Arcs).

val d'isere
val d'isere

If you like the idea of independence, look at smaller resorts where you will be part of a select team with more autonomy. If you're looking to have lots of support, bigger resorts will probably have a more sizeable team to slot into.

Tour operators will often let you express a preference, so go armed with the knowledge of your favourites – check out our guide to finding the perfect ski resort for you.


What employers are looking for

There are three credentials all companies expect from potential candidates; enthusiasm, confidence and a professional attitude.

Some of this is obvious – being punctual, polite, well-turned out and having some basic language skills all goes a long way. Also, making it abundantly clear that you are prepared to knuckle down and work hard rather than expecting a winter-long jolly is always a good idea. Remember to keep your CV up to date and demonstrate what you can offer employers that is unique.

A spokesperson from Crystal Ski Holidays says: "We love people with confidence, from all walks of life, with an ability to think on their feet.

"Applicants with previous customer service experience who are fun, enthusiastic, energetic, friendly and professional are just what we are looking for.

"Being social media savvy is a plus. "We want our overseas resort teams to be engaged on social media too, regularly tweeting updates about snow conditions, current and upcoming events or perhaps an amazing photo they caught while out skiing.

"A passion for working and living in the mountains is a must, with ability or interest in learning to ski and/or snowboard as applicants’ free time outside of work will involve lots of winter sports activities."

Those thinking beyond the upcoming winter can also make use of the summer months as a key to gaining experience. "It’s worth considering summer jobs that could then become winter jobs; many of our colleagues in the Tui summer lakes and mountains and beach destination teams become ski reps in the winter.  It’s a great way to develop the core skills you need as a winter holiday rep or team leader."

With the changes to employment and added red tape for British staff, already having the right to work in your chosen country, or an EU passport, is becoming even more appealing to prospective ski employers.

Nanny - Esprit Ski
Nanny - Esprit Ski

The interview process

Each company will have their own recruitment process, but some of the bigger tour operators, such as Crystal Ski, traditionally have group assessment days. In these, applicants are put through their paces in a variety of individual and group tasks. These assess team work, public speaking, logic and language skills. It’s uncertain as to whether group assessments will be able to take place in person and interviews are being carried out over video call.

Whatever the process, the important thing is to be confident and personable without taking over. "And our best tip for interviews… don’t fight for the limelight but make sure you shine by demonstrating good listening skills and interacting well with other candidates," says Crystal.

Also, don't worry about being a world-class skier: "We do like previous ski or snowboarding experience, but it isn’t essential – being friendly and professional are."


Getting advice

There are numerous online portals that share blogs from experienced seasonaires and forums offering guidance, resort information and roles details. OutdoorJAC is one such site and has an online directory of the latest job opportunities from a variety of companies.

For those considering heading across the pond for a season, BUNAC is a hub of advice and can help you secure a job through its Work Canada programme, which offers job support and help with interviews and application, job fairs, assistance with permits and visas and social events when out in resort for its members. If you are considering a season in Canada it's important to know that all workers require a IEC work permit, which allows eligible British passport holders aged 18 to 30 the chance to live and work in Canada for up to 24 months – many companies will favour applicants who have had their visa confirmed and looking for work. Invites to apply for an IEC visa are currently only available to fully vaccinated candidates.

Those who feel uncertain about future travel have been assured by BUNAC’s guarantee. "BUNAC also have a lifetime deposit, so if participants' circumstances change, either down to their decision, or due to matters outside of their control, they are able to defer their programme to the following year, or to another destination with no questions asked."