In the hustle and heat of the hospitality industry, where long shifts, high expectations and constant multitasking are the norm, mental health often takes a back seat. But the truth is, it can’t afford to anymore. The mental health crisis in hospitality is deepening and managers are uniquely positioned to make a difference, not just for their teams, but for the future of the industry itself.
Recent studies show that burnout, anxiety and depression are alarmingly common among hospitality workers. According to Hospitality Action’s 2025 “Taking the Temperature” survey, nearly 61% of employees reporting poor work/life balance also experienced a mental health issue in the past year. Understaffing, excessive workloads and financial stress are pushing many to their limits. And while awareness is growing, the pace of change still lags behind the urgency of the problem.
So, what can managers do? Plenty. And it starts with empathy, awareness, and action.
Recognizing the Signs of Burnout
Burnout doesn’t always look like someone collapsing from exhaustion. It can be subtle – withdrawal from team interactions, irritability, frequent absences or a drop in performance. Some employees may mask their stress with humor or overwork, while others may quietly disengage.
Managers should be trained to spot these signs early. If a usually upbeat server seems distant or a reliable chef starts missing shifts, it’s worth checking in. As noted in The Drinks Business report, hospitality leaders themselves are among the most affected, with 14% rating their mental health as “poor” – more than double the national average. This means that even those in charge need support and self-awareness.
A simple “How are you doing today?” can open the door to meaningful conversation. Listening without judgment and offering a safe space to talk can be the first step toward healing.
Fostering a Supportive Environment
Culture matters. A workplace that encourages open dialogue about mental health is one where employees feel seen and valued. Managers can foster this by:
- Normalizing mental health conversations: Include mental health check-ins during team meetings. Share resources openly. Let staff know it’s okay to ask for help.
- Modeling vulnerability: When leaders share their own challenges (appropriately), it reduces stigma and builds trust.
- Creating flexible schedules: Where possible, offer shift swaps, mental health days or reduced hours during high-stress periods.
- Celebrating small wins: Recognition boosts morale. Whether it’s a shout-out for great service or a thank-you note, appreciation goes a long way.
According to a July 2025 Hospitality & Catering News report, 78% of employees now feel more comfortable discussing mental health than they did five years ago. That’s progress—but it needs to be backed by action.
Leveraging Technology and External Resources
Technology isn’t just for reservations and inventory, it can be a lifeline. Apps like Calm, Headspace and Moodfit offer guided meditations, stress tracking and mental health tips. Some POS systems now integrate wellness check-ins or allow managers to send supportive messages to staff.
Employee Assistance Programs (EAPs) are another powerful tool. These confidential services provide counseling, financial advice, and crisis support. As observed by Hospitality Action, 75% of managers recognize the value of signposting staff to EAPs.
If your restaurant doesn’t have an EAP, consider partnering with local mental health organizations or offering subsidized access to wellness platforms. Even a simple resource board in the break room with hotline numbers and self-care tips can make a difference.
Training Managers to Lead with Compassion
Supporting mental health isn’t instinctive, it’s a skill. Managers need training in active listening, conflict resolution and stress management. Workshops, webinars and peer support groups can help leaders build these competencies.
Importantly, managers must also care for themselves. The same pressures affecting staff – long hours, financial strain, emotional labor – impact those in charge. A burned-out manager can’t support a burned-out team. Encourage self-care, peer check-ins and time off for leadership too.
Building a Resilient Future
The hospitality industry is built on connection, warmth and service. To preserve that spirit, we must care for the people behind the scenes. Mental health support isn’t a luxury, it’s a necessity.
By recognizing burnout, fostering a supportive culture and leveraging tools and resources, managers can lead the way toward a healthier, more resilient hospitality workforce. The road ahead may be challenging, but with empathy and intention, it’s one we can walk together.
