the top 3 things I’m talking about with hospitality employers in 2026.
Hospitality hiring and employment is changing, not just because of economics and legislation, but also because people have changed. In 2026, the stand-out employers will be the ones who continue to evolve with them.
And it’s about time.
Every conversation I have with my clients around their recruitment strategy centres on three key themes; because they drive successful recruitment and retention as never before. They reflect the reality of what people want from work in 2026.
1. culture: people want to know who they are working for
Culture can’t be applied; it grows from within your business and shows externally. People want to understand how it feels to work for you. They want to know:
What you stand for
How you treat your people
What the atmosphere is
Who they’ll be surrounded by
After “what’s the salary?”, the next question candidates always ask me is “what’s the culture like?”. And they’re not shy about it. They’re asking deeper questions, doing their own research, speaking to current employees, checking your online footprint.
As never before, your culture isn’t about external polish, your employer brand. It’s about what happens inside your business, day to day. And you need to showcase it.
2. progression: people want to commit to you; but they need clarity
One of the biggest myths around is that talent retention is a challenge for everyone. That’s not what I’m seeing at all.
Especially at senior and experienced levels, candidates are open to long-term commitment to an employer; infact they actively look for it. But only if they can see how they might develop with you. And they need to see evidence of your promises.
That means:
A clear development pathway
Realistic timelines for potential progression
Examples of others who’ve progressed
Evidence that the business genuinely invests in its people
Progression opportunity has become a dealmaker. If you can show someone their potential future with you, they’ll give you their commitment today. If you can’t, they’ll move on to someone who can.
3. human centred hiring: treat people like…people!
I have long talked about this value and it sits at the heart of my business, but unbelievably, it’s where the biggest mistakes can happen for employers.
Candidates expect to be treated as human beings. Consistently, respectfully, and personally, from the first application to the day they may eventually move on from you. This applies across every age group, every role, every corner of hospitality. And why shouldn’t it? Hospitality is rooted in giving customers a personalised and memorable experience; and this should apply to employees too.
human centred hiring means:
Closely seeing the individuals you employ
Listening actively and responding meaningfully
Evolving alongside your workforce
Creating environments where people can be their best selves
legislation should not be leading the change.
With legislation like the Employment Rights Bill now requiring greater transparency, fairness, and equity, even the most resistant employers are being led towards better behaviour. And that’s a good thing.
But the employers people truly want to work for aren’t the ones doing it because they have to. They’re the ones doing it because it’s who they are.
looking ahead.
I see 2026 as a year of key opportunity and change for the way hospitality employers treat the people that work with them.
Culture. Progression. Human centred hiring. They’re the foundations of a sector that is evolving, and the focus of employers who will continue to stand out and attract the best talent out there.