Taking the Temperature 2025. The results are in.

Hospitality Action’s Taking the Temperature Survey in association with Agilysys returns for its fourth year.

What started as a snapshot of an industry in crisis during the pandemic has evolved to become a highly-regarded wellbeing barometer, tracking the mood of the industry as it navigates increasingly complicated and challenging times.

This year’s survey commenced in May 2025 when the changes to NI contributions had only been in effect a short time but along with other cost pressures, were already starting to bite. The tangible steps forward the industry has taken to improve employee wellbeing risk being swept away as tens of thousands of jobs are lost in increasingly inhospitable business conditions, leaving the remaining workforce anxious and burnt out.

Fieldwork took place online between mid-May to mid-June with 503 participants from a broad mix of sectors, roles and levels of seniority.

This year, the survey has been made possible thanks to the kind support from Agilysys, we are truly grateful for their commitment to the wellbeing of the people working in our sector.

Work/life balance is harder to achieve, and burnout is just part of the job for a significant number.

When asked to identify the top three workplace challenges affecting wellbeing in the workplace, under-resourcing and understaffing emerged as the primary issue, cited by 57% of respondents - a staggering 21% increase compared to 2024.

High expectations and excessive workloads followed at 52% (up from 43%), whilst work/life balance concerns were raised by 50% (up from 43%), reinforcing that conditions have deteriorated over the past year despite the efforts many employers have made.

Also noteworthy in 2025 is how pay increased in importance as a factor for employees which indicates that the cost-of-living crisis is worse than before, heaping more pressure on employers already struggling to meet ever-increasing operating costs.

Have you experienced any mental health challenges in your adult life?

Against a backdrop of continued economic and employment uncertainty, mental health problems persist.

Three-quarters of respondents have experienced poor mental health in their adult-life, 6 in 10 in the last three years with nearly a third in the last 12 months.

Three in four indicate they have experienced mental health challenges, consistent with 2024.

What are your main mental health challenges?

The challenge of maintaining a work/life balance and protecting our mental health, all while keeping a roof over our heads and food on the table remains a constant battle for many hospitality professionals.

In 2025 the financial situation has become more acute for 5% more respondents than 2024 ranking money in their top three concerns.

Sadly these figures are reflected in Hospitality Action's helpline call volumes and applications for financial assistance. 

Reasons for a good work/life balance.

Reasons for a poor work/life balance.

To gain further insight those reporting good or poor work/life balance were asked to rank the reasons why.

Flexibility, sticking to contracted hours and a fair workload are the factors cited by those with a positive outlook on their work/life balance

Whereas those with a negative view on work/life balance characterise their workload as excessive, where burnout is considered normal, and working patterns are rarely as planned.

Nearly half (47%) of all respondents - including owners and managers - said that burnout is viewed as simply part of the job, rising sharply to 62% amongst junior employees. Worryingly, of those who think burnout is just part of the job, 61% told us they had experienced poor mental health in the last 12 months.

My workplace has created a working environment where you can openly discuss mental health within the team.

When asked about their own workplace two thirds agree that employers have created a working environment where they can openly discuss their mental health, an increase of 4% on the year prior, and a huge step given the pressures people are feeling at the moment.

To what extent are you concerned that vocalising a mental health challenge could negatively impact your progression within your organisation?

However, when it comes to vocalising their own mental health concerns, reticence remains consistent with 2025’s survey with two thirds concerned that disclosing their own mental health challenges would be harmful to their progression within their organisation, which reinforces the notion that employers, and the wider industry has further work to do.

What additional support or initiatives would you like to see implemented in the workplace to help identify issues with mental health and wellbeing?

We've already highlighted the factors that contribute to a good work/life balance; flexibility, sticking to contracted hours, a fair workload, and leaders who foster a positive culture are the key elements to create an environment all employers should aspire to provide.

What's clear is that staff want managers who are available, trained to listed and equipped to provide solutions.

Across hospitality businesses, managers play a key role and should be the focus of additional resources and it’s no surprise that management training, clear policies, an assurance of confidentiality and the provision of an EAP rank highest as the things respondents want to see from their employer.