Mental Health in the Hospitality Industry

From the 13th to the 19th of May, it’s Mental Health Awareness Week. For those of us who have worked in hospitality for a few years, it’s clear that our industry has unfortunately "broken" a lot of people and continues to do so.

The good news is that more hospitality companies now recognise the importance of mental health. Unlike a broken arm or leg, mental health issues are invisible and deeply internal, often manifesting through negative self-talk that can be destructive.

Hospitality is very much about people, particularly in food and beverage, where we interact closely with our guests and our teams. It's important for us, as leaders, to reflect on how our actions impact our teams' mental health. Too often, we under-resource our businesses in pursuit of what owners or budgets demand, but we must remember that our decisions affect people’s lives both positively and negatively. This isn't about blaming anyone; it’s about understanding that we need to use empathy and recognise the impact of our words and actions on our staff, not just go all out to deliver the profit and loss at any cost.

As it is Mental Health Awareness Week, it's an ideal time to reflect on the factors contributing to mental health issues in our industry and explore strategies for fostering a healthier work environment.

A Depressed Working Population

The demanding nature of hospitality has led to significant mental health issues among our workers. Many hospitality professionals face immense pressure and stress, leading to burnout and, in severe cases, mental health crises. This issue is more widespread than we might think, affecting numerous individuals in hotels, restaurants, and bars, highlighting the urgent need for awareness and leadership intervention. Balancing business demands with the well-being of our guests and employees is crucial.

Factors Contributing to Mental Health Issues

Several factors contribute to the high incidence of mental health problems in hospitality. Long hours and poor scheduling are a major contributor, for many employees and more so now than ever operational managers are expected to fill gaps in staffing that cannot be filled from recruitment activity. For example, a capable assistant manager might be asked to hold a restaurant together after the general manager leaves the company, without any proper checks or support from the company, or managers to ensure the person can and wants to do so, often these people are forgotten about until the new general manager has been found and in many cases this person who was asked to hold the business ends up leaving the company and leaves with mental health issues or extremely demoralised.

Recruitment challenges often lead to employees working extended shifts, leaving little time for rest and recovery, resulting in chronic stress and exhaustion. Low pay is another critical factor. Entry-level wages in hospitality although are improving they are typically lower than in other industries, contributing to financial stress and feeling trapped.

Irregular schedules and constant changes in work hours disrupt sleep and life patterns, making it difficult for employees to maintain a consistent routine. This lack of regularity can have a detrimental effect on mental health, as stable sleep and routines are essential for psychological well-being.

Our Responsibility

As leaders and managers we have a legal and moral duty to safeguard the mental and physical health of our employees. Creating a supportive workplace environment involves fostering open discussions about mental health. It’s crucial to create an atmosphere where employees feel comfortable discussing their mental health issues without fear of stigma or judgment. Regular meetings and open forums can help normalise these conversations and encourage employees to seek help when needed.

Raising awareness and recognising mental health issues can lead to early intervention, which is another key responsibility. Employers should offer access to mental health resources, such as counseling services and stress management workshops, to prevent issues from escalating. Supportive policies that promote work-life balance, like flexible scheduling and adequate time off, can significantly improve employees’ mental health. Ensuring fair wages and giving support to the importance of financial stability are also essential steps employers should take.

Changing Hospitality

The hospitality industry is gradually changing, with younger staff more willing to talk about mental health and seek guidance when needed. It’s important to understand that even those in management or leadership positions need support. We need to check in with our leaders and managers regardless of their position, and offer them the necessary resources and training, and recognise when they need help themselves. Some hotels do hold regular sessions to discuss stress and provide monthly drop-ins, offering access to external support for those who need it. These initiatives are promising signs that we are moving towards a more supportive and understanding approach to mental health in hospitality.

Mental Health Awareness Week

Mental Health Awareness Week, hosted by the Mental Health Foundation, plays a crucial role in increasing public understanding of mental health issues. This annual event, which takes place in May, aims to raise awareness about mental health and inspire action to promote mental well-being. The theme for this year is Movement: moving for our mental health.” During this week, people across the UK come together to focus on improving mental health by incorporating movement into their daily routines. Whether it’s physical exercise, dance, or any other form of movement, the goal is to enhance both our bodies and minds. So, let’s find our #MomentsForMovement and prioritise our well-being for this week and beyond.

Takeaway summary

Mental health issues in the hospitality industry are a pressing concern that requires immediate attention. Employers, leaders, and managers must take proactive steps to create supportive work environments, promote open discussions, and provide early intervention. During Mental Health Awareness Week and beyond, it’s important for us all to acknowledge and address these challenges, ensuring that our hospitality workforce receives the support they need. Mental health problems are part of the human experience and must be managed with care, compassion, and a commitment to creating a healthier, more sustainable hospitality sector.

For more information on Mental Health Awareness Week and resources to support mental well-being, visit the https://www.mentalhealth.org.uk/our-work/public-engagement/mental-health-awareness-week

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