Hiring British Workers in UK Hospitality: What It Means in 2025

The conversation around hiring British workers in the hospitality sector has been ongoing for over a decade. What started as a campaign to fill vacancies post-Brexit has now evolved into a critical part of reshaping the UK’s hospitality workforce in the wake of staffing shortages, shifting immigration policy, and technological disruption.

In 2015, the original Hospitality Works campaign, backed by industry bodies and the Department for Work and Pensions, aimed to encourage UK nationals to consider hospitality as a viable, long-term career path. Fast forward to 2025, and the mission has not only intensified, but the playing field has completely changed.

A Snapshot of Today’s Landscape

The UK hospitality industry still faces a persistent talent gap. Post-pandemic recovery, a sharp reduction in EU nationals working in the UK, and an ageing population have all impacted the talent pipeline. According to UKHospitality, vacancies remain 10 to 15 percent higher than pre-pandemic levels across hotels, restaurants, and events businesses.

In response, the conversation has shifted from simply "encouraging" British workers to identifying and removing the structural barriers that prevent them from entering or staying in the industry.

New Policy and Legislative Influences

2024 saw the implementation of new government-backed initiatives focused on skills bootcamps, sector-based work academies, and an expanded Apprenticeship Levy transfer system. The focus now is squarely on employability, flexibility, and progression for British workers.

Upcoming in late 2025, the Employment (Flexible Work and Skills Growth) Bill is set to provide enhanced rights for part-time and temporary workers — a critical change for an industry heavily reliant on such contracts. This includes:

• Better transparency in scheduling and pay

• Stronger entitlements to training and development

• Easier access to mid-career skills funding and hospitality qualifications

Employers who engage in inclusive recruitment practices, and who offer career pathways rather than just jobs, are now being recognised through schemes like the Good Work Charter and new Hospitality Employer Accreditations launched by BEIS.

Why British Workers Still Matter

In 2025, the question isn’t should we hire more British workers — it’s how we ensure our industry is appealing and sustainable for them. That means promoting:

• Clear career progression routes

• Local community engagement

• Hybrid models of training (on-the-job, online, and through microcredentials)

• Investment in wellbeing and workplace culture

At Talking Hospitality, we continue to spotlight employers who do more than fill rotas — they develop futures. From workplace mentorships to flexible contracts and employer-funded certifications, the leading brands are those who adapt to a new generation of British workers who expect more from work.

Final Thoughts

What started as a policy-driven push in 2015 is now a business-critical strategy in 2025. Hiring British workers isn’t just patriotic or politically correct — it’s smart. It builds a stronger, more sustainable, more diverse industry that’s less dependent on uncertain immigration flows.

To futureproof your team, look beyond job boards and rota gaps. Build your business around development, inclusion and community. That’s how you attract — and keep — the British talent that will drive hospitality’s next chapter.