How Mental Health Is Changing the Way Kitchens Recruit
Once upon a time, toughing it out was part of the job. No breaks. No questions. Just grit, heat, and hustle.
But the conversation around mental health in hospitality has shifted — and fast. Post-pandemic, more chefs are speaking up, more employers are listening, and recruitment is evolving as a result.
Now, kitchens that prioritise wellbeing aren’t just doing the right thing — they’re building better teams, attracting stronger candidates, and keeping them for longer.
Here’s how mental health is quietly (but powerfully) changing the way kitchens recruit.
🧠 Why Mental Health in Hospitality Can’t Be Ignored
Hospitality has long been a high-pressure industry — unsociable hours, physical fatigue, and a culture that hasn’t always made space for vulnerability.
But in recent years, the toll has become harder to brush aside:
In 2023, over 80% of hospitality workers said their job negatively affected their mental health (Hospitality Action)
The industry has some of the highest burnout and substance misuse rates in the UK workforce
Chefs under 30 are twice as likely to leave roles where wellness is not supported
For job-seeking chefs, culture now matters as much as compensation. If your kitchen’s approach to mental health is outdated, recruitment will suffer — because word gets around.
💼 What This Means for Hiring Managers
1. Wellbeing is now a recruitment asset.
Kitchens that promote mental health support — from EAPs to mental health first aiders — are more attractive to today’s candidates. Shout about it.
2. Interview conversations are changing.
Candidates are asking about time off, rota patterns, and stress management. If your answer is “we don’t really do that here” — they’ll walk.
3. Toxic leadership is a red flag.
No matter how skilled your Head Chef is, if they lead by fear, good chefs won’t stay. Hiring managers must assess emotional intelligence as well as kitchen capability.
🔧 How Kitchens Are Adapting Their Recruitment Culture
✔ Values-led hiring
Job ads are starting to highlight wellbeing policies, flexible working, and team culture — not just rates and responsibilities.
✔ Mental health check-ins during probation
Some employers are introducing informal wellbeing catch-ups within the first month of employment to improve retention and build trust.
✔ Training for senior staff
Head and Sous Chefs are being trained in people management, conflict resolution, and early signs of burnout.
✔ Promoting realistic workloads
Pushing back on unsustainable hours is becoming a competitive advantage, not a weakness. Smart kitchens are building rosters that work for humans, not machines.
🧑🍳 What Chefs Are Looking For
Rota transparency — no last-minute changes or triple shifts
Real time off — breaks, holidays, and no guilt
A culture of respect — especially from senior staff
Somewhere they can speak up — without fear of being “too soft”
Workplaces that recognise they’re not just chefs, but people
Final Thoughts
The industry is evolving — and the kitchens that acknowledge mental health as part of recruitment, not just HR, are leading the way.
Today’s best chefs aren’t just chasing a pay packet. They want to work in places that value their wellbeing, not just their work ethic.
If your kitchen wants to attract — and keep — that kind of talent, you need to show that wellness matters from day one.
