130 Primrose

Who we are

From HomeKitchenDiner to 130Primrose: A Charity Restaurant Rewriting the Recipe for Opportunity

The restaurant that employs people experiencing homelessness

London,May 2026: HomeKitchenDiner, the social‑enterprise restaurant that employs people affected by homelessness, has relaunched as 130Primrose and officially become a UK‑registered charity(No.1216156).

Based in PrimroseHill, the newly rebranded restaurant will offer a contemporary and vibrant culinary experience while delivering on a powerful social mission: to recruit, trainandemploy people with lived experience of homelessness, offering paid work, accredited training and career progression within hospitality.

TwelveMonthsofRealImpact

To date, the organisation has employed 16people whose lives were impacted by homelessness, including:

-Youngcareleavers
-Refugees(fromAfghanistan,IraqandUkraine)
-Prisonleavers
-Neuro‑diversepeople
-People with frequent experience of rough sleeping
-Peopleinaddictionrecovery

Candidates were recruited through referrals from partner charities including The Big Issue, Crisis, Beam, Soup Kitchen London and Only a Pavement Away. Each recruit earned LondonLivingWage, kept 100%oftips and completed their qualifications including The Beyond Food Foundation’s City&Guilds‑assured Fresh-Life programme, FoodHygiene andSafety and AllergenAwarenesscertifications.

Five of that first cohort moved into permanent roles elsewhere in hospitality; exactly the outcome the team set out to achieve, but also a result the team acknowledges could be improved upon.

The Meaning Behind the New Name

The name 130Primrose is more than an address -  it symbolises the charity’s mission of renewal. The primrose flower takes its name from the Latin primarosa, the first sign of spring and a timeless symbol of new beginnings. Just as the primrose signals new life after winter, 130 Primrose will foster renewal, confidence, and lasting opportunity.

StoriesBehindtheNumbers

Ade- A father ofthree and business graduate who experienced street homelessness and hostel living. After joining130Primrose’s kitchen team inAugust2024, Ade gained full‑time employment and now works with SoupKitchenLondon, maintaining 18months of continuous work. He was featured on BBC News as part of a story about the charity’s work.

Seb- A prison leaver released into homelessness who uncovered a talent for cooking. After joining the first cohort, Seb was then profiled in the Big Issue (Dec 24) as a success story and went on to theMegaroHotel under Michelin‑starred chefAdamSimmonds (and the organisation’s first Executive Chef).

“These are people with an extraordinary life experience doing extraordinary things with the right support,”

“Employment brings dignity, belonging, and a future.”

What’sNext

The charity is now recruiting its second trainee cohort and is gearing up to scale its model to create opportunities in other cities where homelessness is an issue, and to help many more people in need of an opportunity. Its long‑term goal is to become a recognised feeder of skilled, diverse talent for the UKhospitality industry, and to transform societal preconceptions about what it means to be homeless.

Our culture and values

Why We Stand Against Homelessness

Homelessness is a multifaceted social issue characterised by people lacking stable, safe and adequate housing. It’s often accompanied by a range of interconnected challenges, including poverty, mental health issues, substance abuse and family breakdown. Unemployment is a significant contributing factor to homelessness, exacerbating the precarious economic situation of individuals.

How We Combat Homelessness

130 Primrose represents our mission to change that. It is a transformative social impact initiative and community-driven organisation which aim to uplift and upskill people impacted by homelessness and prepare them for a brighter and more sustainable future.It's our intention to prove our business model and vision, and scale it nationally – to bring more economic opportunities to more homeless people, and ultimately to change the flawed public perception of what it is to be homeless.

Equality, diversity and inclusion policy

We are committed to encouraging equality, diversity and inclusion amongst our employees, contractors, volunteers and Trustees and eliminating unlawful discrimination.

We aim for our workforce to represent all sections of society and for each member of our organisation to feel respected and able to give their best. In providing services, goods and facilities, the organisation is also committed against unlawful discrimination toward our customers, other stakeholders or the public.

Our EDI policy exists to:

• Provide equality, fairness and respect for all in employment, whether temporary, part-time, full-time or voluntary.

• Not unlawfully or otherwise discriminate as defined by the Equality Act of 2010 against protected characteristics of age, disability, gender, gender identity, marriage, civil partnership, maternity, race, nationality, ethnicity, national origin, religion, belief, sex or sexual orientation.

• Oppose and avoid all forms of unlawful discrimination. This includes issues related to pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave, requests for flexible working and selection for employment, promotion, training or other developmental opportunities.

• To develop a wide range of skills and resources within the organisation to maximise the efficiency and effectiveness of our entire workforce.

The organisation commits to the following:

• Encourage equality, diversity and inclusion in the organisation.

• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination. We aim to promote dignity and respect for all, where individual differences and the contributions of all stakeholders are recognised and valued.

• Take complaints of bullying, harassment, victimisation, and unlawful discrimination by fellow employees, guests, volunteers, contractors, other stakeholders, the public, and others in the organisation's work activities seriously.

• To encourage anyone who feels they have been subject to discrimination to raise their concerns with the General Manager, or a Trustee or Chair of Trustees.

Our full EDI policy is available on request via the contact email at these pages.