By Kris Hall
The conversation around mental health in hospitality has finally started to get the
attention it deserves over the last few years. If there’s one silver lining from the
COVID era, it’s that it helped all of us put things in perspective when it comes to
looking after our mental wellbeing – and that includes in the workplace.
What I don’t like to see is organisations treating mental health support like a box
ticking exercise. It’s easy to “talk the talk” when it comes to sharing tips and advice
about how to prioritise mental wellbeing at work, but the real challenge comes in
“walking the walk” – creating a culture of mental wellbeing prioritisation within your
business and leading by example.
Hospitality is an incredible industry to work in, it’s creative, dynamic and thrives on
human connection. But let’s be honest, it’s also fast-paced, demanding and can be
mentally draining. And that’s why making mental wellbeing a genuine priority and not
a token gesture is one of the most effective ways to help your teams thrive at work
and ultimately stay with you longer in 2025.
Start by listening - and keep listening
If you feel unsure about where to start, don’t let that stop you. Begin by listening to
your team. Don’t assume you know what they need - ask them directly:
How are we supporting you right now?
What would you like to see us do differently?
What tools or resources would help you thrive here?
Technology makes collecting this feedback easier and more inclusive. Anonymous
digital surveys or apps to gather employee feedback, and also help ensure that even
those hesitant to speak up feel heard.
Creating a culture
So, how do you start to build a culture that promotes valuing mental wellbeing. It’s
great to have the fundamentals in place – training and assigning Mental Health First
Aiders and creating employee assistance programs and resources, but it’s not
enough to tick the mental health box and move on. To create a culture shift, you’ll
need to weave mental health and wellbeing into your organisation continuously.
Ensuring that there is an owner of mental health activities is a good start, as is
looking internally to recruit mental wellbeing champions who are willing to support
their peers and help drive engagement with resources.
Utilising awareness events in the calendar can help to keep the conversation fresh
and relevant, such as Menopause Awareness Week or LGBTQ+ Awareness Week.
If you’re short on resources or people within the team to help drive your mental
wellbeing initiatives, there are external organisations like our own that can help.
The most valuable resource? Time
In hospitality, where the pace is relentless, time often feels like the rarest commodity.
But it’s also the most valuable. One of the simplest, most impactful things you can do
is set aside time to connect with your team.
Ask yourself: When was the last time you truly stopped and asked a team member,
“How are you?” - and waited long enough for a real answer? Not a quick, “You’re
good? Great. Let’s crack on,” but a genuine, meaningful conversation. As an
operator, it’s on you to set the tone. Take time to pull someone off the floor, sit down
with them and ask about their weekend, their thoughts on the workplace, or how
they’re really feeling. This isn’t just for you to do; it should become part of your
culture. Ensure that this approach filters down through your team leaders and
managers, so that creating space for open, honest conversations becomes the norm
across every level of your business.
And make sure you don’t underestimate the importance of performance reviews.
These shouldn’t just be formalities – they’re an opportunity to check in, ask open-
ended questions and really listen. If you’ve scheduled one, make sure you honour it.
Cancelling or rescheduling at the last minute sends a clear message: You’re not a
priority.
Will AI make things easier?
Everyone wants to know how AI is going to transform their operations – and
supporting teams at work is no different. Is AI going to play a major role in
revolutionising mental health support in hospitality over the coming year? Quite
possibly, yes.
AI-powered chatbots are popping up in lots of different operational areas, but could
they actually help support mental wellbeing? AI coaching or counselling is still being
explored – obviously there are safeguards that need to be considered about what a
chatbot can say under the wrong circumstances. But for some people, having a non-
judgemental space to anonymously talk and vent can be extremely therapeutic,
especially outside of normal working hours.
There are other areas where technology is set to potentially influence mental
wellbeing in the workplace such as wearable technology, like smartwatches that can
track stress levels in real-time and suggest mindfulness exercises or breathing
techniques during peak stress moments—helping individuals manage their wellbeing
on the go. Virtual reality is another area poised to help, offering immersive training
experiences for managers to better recognise the signs of burnout or distress in their
teams, creating more empathetic and responsive leadership.
It’ll be important to remember that these tools, while useful, efficient and sometimes,
really cool – they can never be a substitute for genuine human connections that we
need to be our best selves at work to feel seen and heard.
Five ways to up your game with mental wellbeing in 2025
To wrap it up, here are five simple ways you can make a big impact on the mental
wellbeing culture in your business this year:
1. Make time for real conversations – As an operator, set the tone for open
check-ins across all levels. Encourage leaders to lead by example, making
space for genuine conversations, especially during high-stress moments.
2. Offer mental health training – Plan a year-round mental health programme,
starting with training for your wellbeing champions, followed by team training
and key events to keep the focus on mental health.
3. Work with organisations like The Burnt Chef Project – Partner with
external initiatives like The Burnt Chef Project to help drive mental health
culture in your workplace. They offer resources, training and support to
ensure mental wellbeing stays front and centre.
4. Encourage feedback and actually do something about it – Ask your team
how they’re feeling, what they need and how you can improve. Then take
action because when your team feels heard, they feel valued.
5. Make mental health visible – Don’t let your mental wellbeing initiatives fade
into the background. Keep talking about them on your website, social media
and promote them internally.
Kris Hall is the founder of The Burnt Chef Project, launched in 2019 to
eradicate mental health stigma within hospitality. With over nine years of
experience in the industry, Kris is passionate about creating a supportive
environment for hospitality professionals to address mental health openly.
How to get involved:
1. Visit The Burnt Chef Project website to access mental health resources,
training and support.
2. Partner with The Burnt Chef Project to implement mental health initiatives in
your workplace.
3. Join the ambassador program to help raise awareness and support mental
wellbeing across the hospitality sector.
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