Pub & Bar: Keeping venues safe – when can you eject an unruly guest?

Nobody wants to be forced to remove guests from their venue, but owners have obligations to protect their staff and customers. In this article, Duncan Reed runs through when and how to respond to bad behaviour by guests.

For pubs and bars, it is an unfortunate reality that, on occasion, guests must be asked to leave. When their conduct is clearly unacceptable, the reasoning is straightforward. However, there are times the situation is far less clear-cut.

Technically, venue managers have broad discretion to refuse service or ask guests to leave, provided the reason is not linked to a protected characteristic such as race, gender, or sexual orientation. Any removal based on these factors is, of course, illegal.

However, when behaviour becomes disruptive to the point of creating a health and safety risk for staff or other patrons, venues have not only the right but the duty to intervene. Where an individual or group is known for violent or aggressive conduct, or has prior convictions for similar behaviour, existing health and safety legislation can justify their ejection.

It is important to consider that, even when lawful, ejecting guests carries risks and could backfire by escalating tensions and causing further disturbance. Furthermore, pre-emptive removals, where no misconduct is alleged, could result in accusations of bias, which can damage a venue’s reputation regardless of compliance with the law.

The most critical step is training managerial staff to ensure they understand when health and safety obligations require action, and they are equipped with de-escalation and conflict resolution skills. This will ensure that interventions are both legally sound and professionally handled.

Clear communication is one of the most important steps a venue can take to nip bad behaviour in the bud. Displaying ‘house rules’ prominently helps set expectations and provides an indisputable justification if removal becomes necessary. These rules should clearly state a zero-tolerance stance on violence, threats, or disorderly behaviour in line with the employer’s duty under the Health and Safety at Work Act to safeguard staff and other guests.

Some venues operate with specific ethical or political values that may clash with certain viewpoints. Provided these do not relate to protected characteristics, it is legal to refuse service on such grounds - for example, declining to host individuals aligned with particular political beliefs. However, these policies should be clearly signposted in the house rules to avoid confusion and minimise reputational risk. Transparency is key: prevention is always better than cure.

Checklist for Venues

- Train managers on legal responsibilities and de-escalation techniques.

- Display house rules prominently for all guests.

- Include any value-based restrictions in those rules - ensuring they do not cover protected groups.

Failure to remove dangerous guests can lead to serious consequences, including hefty fines or even personal liability for managers if harm occurs. At the same time, overzealous enforcement of house rules can backfire, especially in an era where altercations are easily recorded and shared online. Striking the right balance between safety, legality, and reputation is essential.

Q&A  

Q: I see that there have been more recent changes to UK immigration rules – what are the key things I should be aware of?

A: After raising skill and salary requirements for skilled worker sponsorship earlier this year (directly impacting roles the sector relies on, such as chefs), on 14 October 2025, the UK Government published a new Statement of Changes to the Immigration Rules, impacting several immigration routes.  

Key updates include an increase in English language requirements for Skilled Worker, High Potential Individual, and Scale-up routes, effective from 8 January 2026. The Graduate visa will be shortened to 18 months from 1 January 2027, except for PhD holders who retain 3 years. Sponsor licence priority fees have increased, and the Immigration Skills Charge is set to rise by 32% on 16 December. Employers are advised to plan ahead to mitigate recruitment and cost challenges.

This article was first published in Pub & Bar.

This publication is intended for general guidance and represents our understanding of the relevant law and practice as at July 2025. Specific advice should be sought for specific cases. For more information see our terms & conditions.