Fashion Retail Academy Reviews 

I studied at the Fashion Retail Academy for 4 years. I completed a 2 year Diploma, then a 2 year accelerated degree. When I first joined the FRA I was very let down with how unorganised the Academy was. I was very close to dropping out but I stood by my decision as I didn't know what else to do. I was very hopeful that it would improve the longer I was there, but it didn't. And if I am being honest, I do not remember one thing I learnt during that course. I completed that with a distinction and wanted to continue my education as I felt like I had learnt nothing, and was not prepared enough to enter the industry (something they promised we would be when we completed the diploma). I looked at universities, and was hoping to go somewhere other than the FRA. However, I didn't have much luck and ended up back at the FRA. I was very unsure of returning but after attending the induction day for the course, I had some hope as we were told that we would be guaranteed a job at the end of the degree. We got showed videos of previous year groups at careers fairs. Fast forward two years this did not happen. During the last 6 months of my degree, I asked a lecturer when this was going to happen for us. I was told, 'that was never a thing' whilst laughing at me, to then be told 'You're making it up'. I would never recommend Fashion Retail Academy. The lecturers are very contradictory and unorganised. I have been marked down on projects with feedback that did not align with what was learnt in class. And most importantly, they lie and give you false hope.

Following the recent merger between the Fashion Retail Academy (FRA) and the London College of Beauty Therapy (LCBT), there remain significant disparities in policies and working conditions, particularly for Learning Support Assistants (LSAs). While FRA staff benefit from half-term breaks in October, February, and Easter, as well as a Christmas break, LCBT staff only receive time off at Christmas. However, despite having identical contracts, LSAs at LCBT are required to work during FRA’s half-term breaks without additional pay, creating an unfair and unequal working environment.

Moreover, contracts are term-time only, preventing staff from booking annual leave. This policy disproportionately affects LCBT staff, as they do not receive the same scheduled breaks as their FRA counterparts, leaving them with significantly less time off throughout the academic year.

Additionally, recruitment practices appear to be misleading. Applicants who apply for roles at FRA are often placed at LCBT due to staffing shortages, which is not clearly communicated during the hiring process. This lack of transparency can lead to dissatisfaction among new employees who expected to work at FRA but are instead assigned to LCBT.

Furthermore, opportunities for internal career progression seem to be limited. Staff members, particularly LSAs, who apply for higher positions—even when they are fully qualified—often find their applications rejected in favour of external hires. This practice hinders professional growth and development, leading to frustration among employees. Instead of fostering internal career advancement, HR prioritises maintaining LSA numbers, even when there is a shortage of applicants for other roles.

These issues contribute to a high staff turnover, as employees seek workplaces where their efforts and ambitions are better recognised and supported. Addressing these concerns by ensuring fair policies, transparent recruitment, and genuine career progression opportunities would significantly improve staff retention and workplace morale.