Why Your Kitchen Struggles to Keep Good Chefs (And How to Fix It)
You find a great chef. They smash it on the pass. Guests love the food. The team’s working well. Then… they’re gone.
Sound familiar?
Since the pandemic, chef turnover has soared. Kitchens across the UK are struggling to hold onto experienced staff — and it’s not just about pay. Retention is the elephant in the kitchen, and ignoring it costs you time, money, and team morale.
So why are good chefs leaving — and what can you do about it?
🍳 1. Burnout Is Still Rife
Even post-COVID, many kitchens haven’t shifted away from the old-school, long-hours culture. Split shifts, understaffing, unrealistic prep lists — it all adds up.
Fix it:
Reassess rota patterns. Could you reduce doubles or rotate weekends off?
Create genuine time-off boundaries — no WhatsApps on holidays.
Check in regularly — ask your chefs how they’re coping, not just performing.
💰 2. Pay Isn’t Keeping Pace
With living costs rising and skills in short supply, chefs know their value. If they can earn more (or the same) for less stress elsewhere, they will.
Fix it:
Benchmark your pay — are you in line with 2025 chef salary standards?
Don’t just throw money at the problem — talk about perks, career pathways, and working culture.
Offer transparency: clear pay scales, reviews, and bonus structures.
🚪 3. There’s No Clear Progression
Chefs leave when they feel stuck. If your team doesn’t see room to grow — professionally or personally — they’ll look for it elsewhere.
Fix it:
Offer upskilling opportunities — from modern cuisine training to management courses.
Promote from within wherever possible.
Show that progression isn’t just about becoming Head Chef — some might prefer mentoring, R&D, or flexi roles.
🙅♂️ 4. Poor Management Kills Morale
Good chefs don’t leave jobs — they leave bad leadership. Disrespect, disorganisation, or lack of communication from the top will push people out fast.
Fix it:
Invest in soft skills for senior staff. Can your Sous and Head Chefs lead as well as they cook?
Deal with toxic behaviour — even if it’s coming from your best performer.
Listen. Really listen. Create safe ways for staff to speak up.
🧑🍳 5. You’re Not Adapting to Modern Expectations
Today’s chefs want flexibility, mental health support, and some sense of balance. This isn’t “going soft” — it’s the new standard.
Fix it:
Explore 4-day weeks or compressed shifts.
Offer access to wellness support — even basic counselling referrals go a long way.
Talk about your values — chefs want to work somewhere that means something.
Final Thoughts
Retaining chefs in 2025 isn’t just about offering a decent wage. It’s about creating a kitchen where people are respected, supported, and see a future.
The best kitchens aren’t the ones with the most Michelin stars — they’re the ones that chefs choose to stay in.
