Australia’s hospitality sector is thriving, yet staff shortages alongside increasing expectations from customers mean that teams are stretched.
Forward-thinking businesses have realised that for their businesses to continue to thrive, employee wellbeing is a strategic advantage.
In any given year, one in five Australians experience mental health issues, with the cost for Australian businesses of untreated illness around $10.8 billion annually, according to global education provider Mental Health First Aid Australia.
This is especially the case in hospitality, where Jobs & Skills Australia reports that burnout is one of the top reasons why staff in this sector leave their positions.
According to a 2023 report titled “The Mental Health and Wellbeing of Chefs in Commercial Kitchens: An Australasian Study”, surveyed chefs reported low usage of mental health providers and were least likely to speak with a colleague or manager.
Similarly, The Burnt Chef Project, a non-profit set up to encourage awareness, support and education around mental health issues within hospitality worldwide, recently reported that eighty-four per cent of survey respondents experienced mental health issues during their careers, with almost half of all respondents indicating they would be uncomfortable discussing such health concerns with colleagues.
In Western Australia, South Australia and the Northern Territory, proactive stress management is now a legal requirement, with updated psychosocial requirements mandating businesses develop a code of practice to mitigate psychological health risks.
To address mental health concerns, specialist recruitment agency Frontline Recruitment says businesses have realised the need to create effective systems which address burnout and wellness.
One early indication of fatigue and burnout is when staff consistently work more than forty-five hours per week.
In response, many businesses are looking more closely at rosters, limiting back-to-back shifts and ensuring staff have consistent days off. These businesses monitor hours through workforce, HR and rostering platforms.
Other businesses reward rest and recovery, by methods such as paid recharge days following peak events, flexible rostering in off-peak seasons, and scheduling for seasonal recovery as well as structured breaks for recharging.
Hospitality businesses have also begun seriously addressing cultural issues, ensuring staff have a voice through anonymous feedback and regular check-ins with supervisors.
In both New South Wales and Victoria, leading hotel groups have implemented measures such as subsidised employee assistance programs and have partnered with mindfulness and fitness apps.
However, one of the most significant defences against burnout is mental health first aid training, where staff at all levels can gain practical, skills-based training to recognise and respond to the signs of mental ill-health.
These courses are grounded in research and lived experience, and can be done through TAFE or microlearning, either online or in person.
Mentally healthy and supportive workplaces are key to ensuring employee well-being, productivity and business success.
Employers are encouraged to track the outcomes of sick leave trends, participation rates and improvements in turnover after implementation of any wellness strategy, no matter how small.
