Two in Three Hospitality Workers Still Fear Speaking Up About Mental Health

Despite encouraging progress across the hospitality sector, stigma and anxiety around mental health remain strong undercurrents for many employees. Hospitality Action’s 2025 Mental Health Survey reveals a complex picture: while conversations around wellbeing are more visible than ever, a majority of workers still hesitate to seek help - worried that honesty could come at a personal cost.

Progress on Openness: A Step Forward, But Not Enough

According to our latest survey, 66% of hospitality workers agree their workplaces are now more open to mental health discussions. This marks a clear cultural shift, with managers and teams taking steps to normalise conversations that were once taboo.
However, being able to talk about mental health does not always translate into feeling secure about seeking help. A public-facing openness can mask private fears, especially in environments where staffing gaps and high expectations persist.

The Hidden Barrier: Persistent Stigma and Career Concerns

Beneath the improved dialogue, fear still lingers. Two-thirds of hospitality employees remain concerned that raising mental health issues could harm their career progression. This persistent worry stops many from accessing the very support they need - whether it’s discussing burnout, anxiety, or life pressures with management.

The data makes it clear:

While the sector is talking more about mental health, the stigma associated with “not coping” or needing help is far from eradicated.
Many staff still manage their struggles in silence, risking worsening issues and avoidable absences.

Why Confidential Support Matters - Now More Than Ever

This gap between surface-level openness and real psychological safety reveals a critical need for confidential support routes. The same survey found that 40% of hospitality workers specifically want access to a free, confidential Employee Assistance Programme (EAP).

An EAP bridges the gap:

Absolute privacy: Employees can access counselling, advice, and resources without anyone at work having to know.
Freedom from judgement: Support is provided by trained professionals, outside company hierarchies or relationships.
Practical help for real issues: Whether it’s burnout, family strain, financial worries, or mental health challenges, an EAP offers solutions staff may feel unable to request directly from their employer.

Building a Truly Supportive Culture

Hospitality thrives on human connection; extending that same care to your own people demands more than just open conversation. To tackle persistent stigma and give employees real choices, leaders should:

Make clear that all team members are entitled to confidential support, whether or not they feel comfortable talking publicly.
Promote EAP services widely and reassure staff of their privacy.
Train managers to listen, notice signs of distress, and refer colleagues to confidential resources.

The Business Case for Safety and Support

For employees referred to counselling through Hospitality Action’s EAP, the results speak for themselves:

Absence rates fell dramatically – from 44% before support to just 19% afterwards, a 57% reduction.
82% said their work performance improved.
73% reported a positive change in their work attendance.

Offering an independent, confidential EAP can be the difference between staff staying silent - or getting the help they need early, before crises develop and absences escalate.

Take the Next Step

Don't leave your team's wellbeing to chance.

Contact us today to discover how Hospitality Action’s EAP can offer your team the safety, privacy, and practical support they’re asking for - and help you build a workplace where nobody has to struggle in silence.