A recent report highlights mounting stress in the UK hospitality sector, urging employers to act.
- 65% of hospitality staff report experiencing work-related stress, with 95% unable to disconnect from work at home.
- The government’s reversal on establishing a ‘right to switch off’ exacerbates concerns for employee wellbeing.
- Frontline research reveals hospitality workers face more stress compared to retail, warehousing, and transport staff.
- High work-related WhatsApp usage blurs boundaries, with potential mental health implications in the industry.
The hospitality industry in the United Kingdom is currently under scrutiny following a new report that underscores the widespread incidence of stress among its workforce. Approximately 65% of hospitality employees report experiencing stress in their work environments, making it a predominant concern over other sectors. Moreover, 95% of these employees state that they find it challenging to detach from work responsibilities after work hours, indicating a pervasive issue regarding work-life balance.
Recent governmental decisions have intensified these concerns. The abandonment of plans to legislate the ‘right to switch off’ within the Employment Rights Bill poses significant implications for the mental health of workers. Without formal regulations ensuring employees can separate their professional and personal lives, the onus falls on employers to devise and implement robust strategies that safeguard staff wellbeing. However, there is a palpable fear that businesses might falter in this responsibility, particularly within fast-paced sectors like hospitality.
Research from the State of the Frontline Workforce study, which surveyed nearly 3,000 UK frontline employees, highlights that hospitality employees are more prone to occupation-induced stress compared to those in retail, warehousing, and transport. Furthermore, the inability to ‘leave work behind’ after hours is notably pronounced in hospitality. This sector-specific stress might be attributed to unique operational demands and expectations within the industry.
The mode of communication prevalent in this sector contributes to the problem. The report illustrates that the use of WhatsApp for work messages is significantly higher in hospitality than in other sectors, with three out of four employees being contacted this way by their employers. While convenient, this reliance on social media platforms for work-related communication is raising alarms for blurring the lines between professional and personal life, thus intensifying stress levels.
Toma Pagojute, Quinyx’s Chief Human Resources Officer, expressed disappointment over the government’s decision to forego legally mandated disconnection rights. She articulates concerns that without ‘cast-iron’ systems in place, many employers may allow standards to decline, especially under the intense pace characteristic of the hospitality industry. Pagojute warns of possible severe consequences, where the failure to prioritise employee welfare could lead to increased physical and mental health issues or even higher staff attrition, ultimately threatening the sector’s stability.
The need for structured frameworks in the hospitality industry is critical to mitigate stress-induced challenges and safeguard employee wellbeing.
