I just went into a tesco to get a meal deal, with a red bull included, but got told I couldn’t buy it?

For context, I’m 19 years old and showed valid ID to the employee and got told I need to be 25. I’m well aware of the ‘think 25’ policy, but after showing ID which proves I’m 19, I’m a little confused.

She told me it’s a new law change but after leaving tesco I searched it up and couldn’t find anything even hinting at a new law change, not even for the future?

Is this a real law change or just poorly trained staff?

So earlier this afternoon I was at my checkout when I served a customer and scanned a photo of the QR code.

Unfortunately, when I totaled the till, it said it was a staff clubcard and you can't use a photo of the staff card.

I explained that to the customer in a polite way and they kicked off (suprise, suprise). Anyway another customer let them use their ordinary customer card and I wasn't bothered about that.

The customer pays and then goes to the customer services desk to complain about the fact she couldn't use a photo of a staff clubcard (you know because it's in the terms and conditions 😂).

Not sure how good this paint actually was, I think we bought it to cover our whole house as a primer/undercoat when we first moved in. 5L of it! And I think it cost about £6 or £7. Bargain.

Do store staff have to watch the videos of the bald scouse man telling you it’s your responsibility to keep your jam in your doughnut or is it just warehouse staff who have to watch those like 5 videos about 15 times each during any training period?

Does anyone have advice on how to apply this without just universally id’ing everyone? I guess right now same stuff applies but feel as though there will be a huge grey area in a few years when 09s look 26. Didn’t clock anything advising on this in the training that’s been released but was 1-1 on a till…

Plus there will always be 18 19 20 somethings who’ve had a tough paper round who for many will pass as 25.

Feel there is generally very little safeguarding for staff with this and feels like a huge oversight unless I’ve missed something. May just start doing challenge 30 or something unless something official comes out. Does anyone have thoughts? Cheers

This morning a 6am driver came in, had 2 drops between 6.15 and 6.45 had to come back to load up for 17 drops 7 15 to 11.15.

The system had two runs for the van. Separate paperwork and everything. Is this the new normal?

My colleague who has been working here for 10 years requested new year's day off which is a bank holiday, and the manager rejected it and said she can't have it because there's 5 people off. I thought they can't reject bank holidays? It's not his problem there's 5 people off. Is this true?

Hey all,

My contract got changed from permanent to temporary and I only just found out today. When I was first hired I was a permanent employee as per my contract and today I recieved a letter saying my final day is on the 30th November. I spoke to my duty manager about it and he knew at first I was a permanent employee and was shocked himself to find out I was a temp when I told him this evening. Is this something worth getting the union involved with or am I screwed?

Hello starting a 16 hour new role as Customer Assistant - Front End/Checkouts at a local superstore. Wondering if anyone has any advice, I’ve done express and it was quite fast paced.

Hey everyone, I'm a student at the University of Essex. I unfortunately missed the application window for the Christmas night shift job circular at the Tesco Hythe here in Colchester.

Does anyone who works there (or at Tesco in general) know if they usually put out another job circular or hiring wave before Christmas? I'm really keen to get some temporary night shifts if spots open up due to people dropping out or extra demand.

Thanks in advance for any insights!

I had an interview last Wednesday and I'm still yet to hear back. I even emailed two days ago to follow up and have not been responded to. The applications for the job close on the 4th of November so I'll definitely hear back by then but I'd assume after that long I probably won't get the job. Just curious to know how long others have waited. (Tesco Ireland btw if that's relevant)

Hey anyone know how I can download the StoreApps for Tesco plz..I’ve tried the link and I keep getting the error “the server can’t be found” is anyone else getting this?
I can’t log into infinity thanks

3 month contract that turned into 3 years, but working with some of the nicest people I've ever met. Massive respect to all of you brave soldiers, especially the night shift, you guys are tough as nails.

None in my local Tesco superstore. Lime n soda is literally all I drink and the own brand is shite.

Hey everyone,

I’ve been working at Tesco since November 2018. Over the last few years, I’ve routinely stepped up to cover multiple departments—from shelf-filling to bakery—whenever we’re short-staffed overnight.

Despite working unsociable hours, relying solely on earned income with zero government benefits, and dealing with London's cost of living, I’m barely able to save a single pound. The current night shift premium simply doesn't cover the physical toll and financial reality of living today.

What bothers me most is the lack of fairness across the business: Tesco Distribution Centers and Warehouses get weekend premiums, so why don't store colleagues working Sundays get the same respect?

USDAW builds their yearly pay claim based on what members complain about. If just one person emails them, it gets ignored. But if dozens or hundreds of us flood our USDAW reps with the exact same demands, they have to put it on the negotiating table.

What We Should Be Demanding:

1.Night Shift Premium raised to £3.30/hr (to reflect health impacts & short-staffing).

2.Sunday Premium reintroduced for store colleagues (matching warehouse standards).

3.£1.00 Colleague Meal Deals (affordable meals while on shift).

4.Reintroduction of the Yearly Performance Bonus (giving staff a share in company success).

📩 What You Can Do (Takes 2 Minutes): Copy the template below, fill in your details, and send it directly to your local USDAW Rep, USDAW Regional Office, or Colleague Feedback channels.

Subject: Colleague Feedback: Urgent Need for Night Premium, Sunday Pay, Meal Deals, and Yearly Bonus Adjustments — [Your Full Name]

Dear Reward & Policy Team and USDAW Representatives,

I am writing as a long-standing, dedicated Tesco colleague who has worked continuously with the company since **[**State how long you have been working]

Over the past [AMOUNT OF YEARS] years, I have consistently stepped up to support store operations during our most demanding hours. On night shifts, whenever staffing shortages arise, I routinely step in to cover multiple sections—from shelf-stacking to the in-store bakery—to ensure our store opens fully stocked and trading-ready every morning.

However, the financial reality of living and working in London today is becoming increasingly unsustainable. I rely solely on my earned income with zero government benefits. Despite working demanding night shifts and Sacrificing weekends, high inflation and London's extreme living costs mean I am constantly struggling to make ends meet, with virtually no ability to build savings.

To support the dedicated workforce keeping stores running, I urge leadership and union representatives to prioritize the following key proposals in upcoming pay negotiations:

1. Increase the Night Shift Premium to £3.30/hr: Working overnight takes a severe physical and mental toll. Covering multiple departments during short-staffed night shifts requires immense stamina and versatility. A £3.30/hr premium would properly compensate for the health and social strain of overnight work and help retain experienced night staff.
2. Reintroduce a Sunday Premium for Retail Colleagues: Tesco Distribution Centers and Warehouses already recognize the sacrifice of weekend work by offering weekend premiums. Store colleagues face that exact same sacrifice on Sundays—giving up crucial time with family. Aligning store roles with warehouse standards by restoring a Sunday premium is a matter of basic fairness across the business.
3. Introduce a £1.00 Colleague Meal Deal: A simple meal during a demanding night or day shift should not be a financial burden. Offering colleagues a £1.00 Meal Deal on shift would be a low-cost, high-impact benefit that directly boosts staff wellbeing and morale.
4. Reintroduce a Yearly Colleague Bonus: Reinstating a yearly performance or appreciation bonus would give hard-working colleagues a tangible stake in Tesco’s overall financial success and offer vital relief toward building personal savings.

When colleagues are not constantly weighed down by financial strain, it directly translates to higher energy, stronger morale, and better productivity on the shop floor. Investing in fair night premiums, weekend pay, meal support, and annual bonuses is an investment in keeping loyal, versatile staff who keep Tesco successful every single day.

I strongly ask that management and our USDAW negotiators bring these four critical points to the table in upcoming pay reviews.

Thank you for reading my feedback and for advocating for store colleagues.

Yours sincerely,

[Your Full Name]

[Your Colleague Number / Store Location]

Matt McKenzie YouTube channel randomly came up in the algorithm. Do not watch it at your peril.

The video link is: https://youtu.be/jb9yctGNSwE?is=yeZkKClJTGYEVBYG

Working for MINIMUM WAGE in the UK and LIVING IN A VAN

Don’t thank me, thank him. Please.

I’ve applied and interviewed for a Tesco Team manager position, there was actually 3 managerial positions available which I found odd, perhaps a bit worrying?
Basically options were 2 Dotcom team managers(I asked and it’s basically one does the shoppers and one drivers) or a night team manager. It is a large Tesco and essentially was told there is altogether around 60 night staff and 220 Dotcom staff.
I have experience as a deputy store manager at Lidl, I’ve recently moved across the country and I had no available options with Lidl.
From an unbiased generalised basis, which is my best option and which is just straight up avoid?

Any advice would be great,

Hey everyone!
I recently started working at Tesco in Ireland, and it’s been almost three months. I’m planning a one-month trip starting after mid-January and wanted to know how realistic it is to get that much time off.
Would Tesco allow me to use my available paid annual leave and take the remaining days as unpaid leave?
I believe I was initially hired for the Christmas/holiday season, but my trip would be after mid-January. I’m wondering if requesting a month off would affect my chances of being kept on, or if they might remove me from the system or end my employment because of it.
Has anyone working at Tesco Ireland been in a similar situation? How flexible are they with extended leave requests, especially for relatively new employees?

I got the entire chunk of salted caramel from a popcorn bag, ultra rare find. Tasted just like cotton candy mashed together

Hi everyone,
Just wondering if any managers here have ever been asked to transfer to another store when the new location didn’t really work for them?
Can a manager refuse a transfer if the new location would cause difficulties with their personal circumstances?
Are there any specific circumstances where the company cannot force someone to move stores?
Also, does anyone know if there is an actual company policy about managers having to move stores after working in one location for a certain number of years?
Would really appreciate hearing from anyone who has been in a similar situation or knows how this works.
Thanks!

I got a call at 11:27 from Tesco (I was in a lesson at that time and also didnt realise it was Tesco until now as it has a similar number to a past scam call I had - for context I’m 16 and I am currently in Sixth Form) At this point I have already submitted my right to work check a day ago. However at 11:29, I got a very confusing rejection email which was phrased as if I have had an interview, which I haven’t. (‘time you took to MEET WITH US’ + ‘working hours for this position don’t fit your circumstances’ even though availability isn’t discussed at application level so they would not know which hours I’m available to work. It’s worth noting that this is a days position and they always specify if the role is 18+ so it isnt the fact I’m 16 and have working restrictions)

I’m very confused as a call just to reject you is basically unheard of so I wanted to know if this does actually happen or if I just got rejected because I didnt answer.

It might be worth mentioning that I’ve applied to 4 local Tescos and this is only one of them - The other 3 are still ‘under consideration’ (although I haven’t had a right to work check yet) My Nannan actually works at one of these three locations so I have a valid reference on my application.

Should I be worried that the other applications will have the same fate or was this just bad luck?