Latest news with #hospitalitysector
Telegraph
2 days ago
- Business
- Telegraph
Tourists are already turning their backs on Britain. The last thing we need is another tax
If Angela Rayner really is urging Rachel Reeves to allow the roll out of county-wide tourist taxes, she will burn any remaining bridges to peace with Britain's hospitality sector. Consider the firefights hotels, pubs, restaurants and visitor attractions are already confronting. The pandemic gutted the industry. At one stage 1,650,000 employees in the sector were on furlough as businesses ceased trading. Staff left the sector and the country; Brexit had already reduced the availability of skilled workers. Businesses closed – and keep on closing. In 2024 alone, 4,078 hospitality venues shut across the UK – averaging 11 closures a day, according to the latest Hospitality Market Monitor report. The pub sector has been particularly hard hit, with 412 pubs shutting their doors in 2024, bringing the total number of pubs in England and Wales below 39,000 for the first time on record. Nearly a third of all nightclubs have closed since 2020, driven by soaring costs, shifting consumer habits and restrictive licensing policies. VAT on hospitality, which stands at 20 per cent – is higher than almost anywhere in Europe. Germany, for example, still has a special post-Covid rate of 7 per cent. A study by YouGov, commissioned by UKHospitality – which represents 700 companies that operate approximately 130,000 venues across the country – found that 79 per cent of the public were in favour of a reduced rate of VAT for hospitality and tourism. Just 17 per cent supported keeping VAT at current levels. Lower VAT, campaigners claim, keeps prices low, widens choice, supports venues and encourages investment.
Globe and Mail
27-06-2025
- Business
- Globe and Mail
Frontline Hospitality Jobs Boom in 2025, OysterLink Finds - Management Hiring Lags Behind
New York, New York--(Newsfile Corp. - June 27, 2025) - A new hiring trends report from OysterLink, a hospitality job platform, reveals that entry-level hospitality jobs have seen the largest gains in absolute numbers since 2020, while mid-level and management roles are growing more gradually - often from smaller employment bases. OysterLink To view an enhanced version of this graphic, please visit: Drawing from five years of wage and employment data across the hospitality sector, the report highlights a clear shift: restaurants and hotels are adding tens of thousands of new frontline roles, such as bartenders, cooks, and dishwashers, to meet renewed demand. Bartender positions alone grew by over 259,000 jobs between 2020 and 2024 - a 53% jump - while line cooks added more than 340,000 new roles. By contrast, mid-level roles such as event planners and concierges grew at a slower pace. Although management roles, including restaurant and hotel managers, saw an average growth of around 27%, the total number of new management positions was significantly lower in volume. Combined, restaurant and hotel managers added just under 60,000 new roles. "The story isn't just about percentages - it's about scale," said Milos Eric, founder and general manager at OysterLink. "Frontline jobs are fueling the recovery of the hospitality sector. If you're looking to enter the industry, there's never been more opportunity. If you're already in, now's the time to grow and move up." Entry-Level Roles: Wage Growth and Employee Growth Breakdown (2020-2024) Job Title 2020 Wage 2024 Wage Wage Growth 2020 Employees 2024 Employees Employee Growth Bartender $28,910 $39,880 +37.99% 486,720 745,610 +53.15% Cook $29,530 $37,730 +27.74% 1,109,650 1,452,130 +30.86% Dishwasher $25,600 $33,220 +29.77% 395,660 471,670 +19.21% Waiter $27,470 $38,360 +39.69% 1,944,240 2,302,690 +18.43% Fast-Food Worker $24,540 $31,350 +27.74% 3,450,120 3,780,930 +9.58% Average wage growth: 32.99% Average employee growth: 26.25% Mid-Level Roles: Wage Growth and Employee Growth Breakdown (2020-2024) Job Title 2020 Wage 2024 Wage Wage Growth 2020 Employees 2024 Employees Employee Growth Concierge $35,310 $40,770 +15.45% 36,800 44,200 +20.11% Event Planner $55,890 $65,090 +16.45% 109,800 134,670 +22.63% Host/Hostess $24,800 $32,030 +29.07% 316,700 427,150 +34.86% Housekeeper $28,010 $36,180 +29.20% 795,590 854,910 +7.46% Average wage growth: 22.54% Average employee growth: 21.77% Management-Level Roles: Wage Growth and Employee Growth Breakdown (2020-2024) Job Title 2020 Wage 2024 Wage Wage Growth 2020 Employees 2024 Employees Employee Growth Restaurant Manager $61,000 $72,370 +18.62% 197,010 244,230 +23.98% Hotel Manager $65,270 $77,460 +18.69% 31,790 41,350 +30.04% Average wage growth: 18.66% Average employee growth: 27.01% What This Means for Aspiring Managers The flattening of management hiring doesn't mean those roles are disappearing - it means the route to get there is shifting. Instead of hiring externally for supervisory roles, many employers are opting to promote from within, rewarding loyalty, hands-on experience, and soft skills over formal qualifications. That's good news for newcomers: entry-level staff now have a faster track to higher-paying, stable careers - if they're willing to stay and grow. "It's no longer a ladder. It's an escalator," said Eric. "Start as a host or bartender, and within two to three years, you could be assistant manager. Just upskill on the job and show leadership early." This internal mobility also allows employers to cut onboarding costs and invest in staff who already understand the culture and expectations of the role. Upskilling Is the New Job Security While base-level wages are growing steadily across nearly all entry-level roles, workers looking for long-term stability will need more than just technical skills. Emotional intelligence, inventory management, scheduling tools, and a customer-first mindset are becoming essential for securing promotions and negotiating raises. With more than 900,000 projected openings for fast-food workers and 134,600 for bartenders each year through 2033, the window for getting in is wide open. But competition for the best shifts, highest-paying tips, and management-track roles is intensifying. About OysterLink OysterLink is a leading job platform dedicated to the hospitality industry. We connect restaurants, hotels, and hospitality employers with skilled candidates across the U.S. and internationally. With job listings, including bartender jobs in New York City and waiter jobs in Miami, industry insights, and career resources, OysterLink helps professionals build rewarding careers in hospitality. Currently, OysterLink attracts over 400,000 monthly visitors and continues to grow steadily. For more information, visit or contact PR Rep Ana at ana@
Yahoo
27-06-2025
- Business
- Yahoo
Frontline Hospitality Jobs Boom in 2025, OysterLink Finds - Management Hiring Lags Behind
New York, New York--(Newsfile Corp. - June 27, 2025) - A new hiring trends report from OysterLink, a hospitality job platform, reveals that entry-level hospitality jobs have seen the largest gains in absolute numbers since 2020, while mid-level and management roles are growing more gradually - often from smaller employment bases. OysterLinkTo view an enhanced version of this graphic, please visit: Drawing from five years of wage and employment data across the hospitality sector, the report highlights a clear shift: restaurants and hotels are adding tens of thousands of new frontline roles, such as bartenders, cooks, and dishwashers, to meet renewed demand. Bartender positions alone grew by over 259,000 jobs between 2020 and 2024 - a 53% jump - while line cooks added more than 340,000 new roles. By contrast, mid-level roles such as event planners and concierges grew at a slower pace. Although management roles, including restaurant and hotel managers, saw an average growth of around 27%, the total number of new management positions was significantly lower in volume. Combined, restaurant and hotel managers added just under 60,000 new roles. "The story isn't just about percentages - it's about scale," said Milos Eric, founder and general manager at OysterLink. "Frontline jobs are fueling the recovery of the hospitality sector. If you're looking to enter the industry, there's never been more opportunity. If you're already in, now's the time to grow and move up." Entry-Level Roles: Wage Growth and Employee Growth Breakdown (2020-2024) Job Title 2020 Wage 2024 Wage Wage Growth 2020 Employees 2024 Employees Employee Growth Bartender $28,910 $39,880 +37.99% 486,720 745,610 +53.15% Cook $29,530 $37,730 +27.74% 1,109,650 1,452,130 +30.86% Dishwasher $25,600 $33,220 +29.77% 395,660 471,670 +19.21% Waiter $27,470 $38,360 +39.69% 1,944,240 2,302,690 +18.43% Fast-Food Worker $24,540 $31,350 +27.74% 3,450,120 3,780,930 +9.58% Average wage growth: 32.99%Average employee growth: 26.25% Mid-Level Roles: Wage Growth and Employee Growth Breakdown (2020-2024) Job Title 2020 Wage 2024 Wage Wage Growth 2020 Employees 2024 Employees Employee Growth Concierge $35,310 $40,770 +15.45% 36,800 44,200 +20.11% Event Planner $55,890 $65,090 +16.45% 109,800 134,670 +22.63% Host/Hostess $24,800 $32,030 +29.07% 316,700 427,150 +34.86% Housekeeper $28,010 $36,180 +29.20% 795,590 854,910 +7.46% Average wage growth: 22.54%Average employee growth: 21.77% Management-Level Roles: Wage Growth and Employee Growth Breakdown (2020-2024) Job Title 2020 Wage 2024 Wage Wage Growth 2020 Employees 2024 Employees Employee Growth Restaurant Manager $61,000 $72,370 +18.62% 197,010 244,230 +23.98% Hotel Manager $65,270 $77,460 +18.69% 31,790 41,350 +30.04% Average wage growth: 18.66%Average employee growth: 27.01% What This Means for Aspiring Managers The flattening of management hiring doesn't mean those roles are disappearing - it means the route to get there is shifting. Instead of hiring externally for supervisory roles, many employers are opting to promote from within, rewarding loyalty, hands-on experience, and soft skills over formal qualifications. That's good news for newcomers: entry-level staff now have a faster track to higher-paying, stable careers - if they're willing to stay and grow. "It's no longer a ladder. It's an escalator," said Eric. "Start as a host or bartender, and within two to three years, you could be assistant manager. Just upskill on the job and show leadership early." This internal mobility also allows employers to cut onboarding costs and invest in staff who already understand the culture and expectations of the role. Upskilling Is the New Job Security While base-level wages are growing steadily across nearly all entry-level roles, workers looking for long-term stability will need more than just technical skills. Emotional intelligence, inventory management, scheduling tools, and a customer-first mindset are becoming essential for securing promotions and negotiating raises. With more than 900,000 projected openings for fast-food workers and 134,600 for bartenders each year through 2033, the window for getting in is wide open. But competition for the best shifts, highest-paying tips, and management-track roles is intensifying. About OysterLink OysterLink is a leading job platform dedicated to the hospitality industry. We connect restaurants, hotels, and hospitality employers with skilled candidates across the U.S. and internationally. With job listings, including bartender jobs in New York City and waiter jobs in Miami, industry insights, and career resources, OysterLink helps professionals build rewarding careers in hospitality. Currently, OysterLink attracts over 400,000 monthly visitors and continues to grow steadily. For more information, visit or contact PR Rep Ana at ana@ Media ContactAna DemidovaPR Representativepress@ To view the source version of this press release, please visit Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Zawya
18-06-2025
- Business
- Zawya
#YouthMonth: Madri van der Westhuizen on redefining digital marketing in South Africa's hospitality sector
In celebration of Youth Month, we caught up with Madri van der Westhuizen, campaign and social media manager at ANEW Hotels & Resorts, one of the young professionals shaping South Africa's tourism and hospitality sector. Madri van der Westhuizen, campaign and social media manager, ANEW Hotels & Resorts From pivoting away from industrial psychology to leading digital strategy for a growing hotel group, Van der Westhuizen shares insights on curiosity-led leadership, building impactful campaigns, and the unexpected passions that fuel her journey. Can you tell us about your journey into hospitality marketing and what drew you to this industry after initially studying Industrial Psychology? My hospitality journey was not a planned one, but it's been one I've loved, nonetheless. During my second year at university, I stumbled across this incredible class called consumer psychology. I fell head over heels for it, so much so that I ended up double majoring in marketing and industrial psychology. At the time, I was still convinced I'd eventually specialise in Labour Law or Psychometrics… until a fantastic lecturer opened my eyes to the world of Services Marketing. That class completely changed my perspective. There's something magical about the services space, how you essentially create something from nothing, driven by passion and people. It's dynamic, exciting, and it pulled me right in. That curiosity led me to a two-week internship at a digital marketing agency during my June holidays. Those two weeks quickly turned into six months, and before I knew it, I had a full-time contract waiting for me after I graduated. One of the agency's clients at the time was ANEW, back then, just a small but promising brand with only two properties. I've been incredibly lucky to grow with them from those early days. By 2021, a few colleagues and I were fully absorbed into the brand as the in-house marketing team. And while I may not have sought out hospitality, it found me, and I've never looked back. The love and passion I have for this industry continue to grow every single day. What have been some of your proudest career moments so far at Anew Hotels & Resorts? This is such a tricky one! Honestly, there have been so many moments that have felt astronomical, and I say that with imposter syndrome still very much in the driver's seat. Seeing the growth, both in terms of revenue coming in and our social media numbers, like followers and engagement, has been incredibly rewarding. It's exciting to know that the work we're doing is making a tangible impact. However, two standout moments have marked my journey with Anew. The first was a huge "wow, I've actually made it" moment when I was invited to join the Company Manco team. It was surreal. Being the youngest person at the table, sitting amongst people I'd looked up to for so long… it was equal parts nerve-wracking and empowering. That moment reminded me of how far I'd come and how much trust the brand had placed in me. The second was the official launch of our internal communications department, something me and a colleague built from the ground up for our growing company. That moment was so special because it wasn't just about strategy or output; it was about creating a space where our people felt seen, heard, and connected. As Anew expanded, we knew we needed a way to keep the heart of the business beating strong, and launching that department felt like a real turning point for us. Both moments reminded me that this journey isn't just about career growth, it's about building something meaningful together. You describe yourself as 'ever curious' and driven by data — how does this shape the way you approach your campaigns and social media work? One thing that's fuelled my love for the digital space is that perfect balance between creativity and analytics. There's just something about it that clicks for me. I've always had this insatiable hunger for information. I'm constantly curious, always diving into the next topic or what's bubbling up in the zeitgeist. That curiosity has shaped how I approach campaigns and social media. It's helped build a strong foundation where we can spot opportunities, adapt to the market quickly, and jump on trends in a way that feels relevant and intentional. At the same time, I always keep the bigger picture in mind. Real ROI matters. It's not just about what looks good on the feed, but about building something that supports the business and drives results. The way I like to think of hospitality is this: Most people only have around 15 days of leave a year, and they're spending their hard-earned savings on that time. It's up to us to earn their trust and their excitement, and then to curate an experience that's truly worthy of both. That mindset is at the core of everything I do. It's about combining insight with empathy, and data with meaning, to create work that connects and delivers. How would you describe your leadership style, especially when working with younger or emerging professionals in your team? I'd say I really try to embody a transformational leadership style in the way I work with my team, especially when it comes to younger or emerging professionals. Like any leader, I've made mistakes along the way in how I approached things early on. But I was incredibly lucky to learn, fairly quickly, that leadership isn't about telling people how to do their jobs. It's not about control or direction. My role is to inspire, support, and create an environment where my team can bring the best version of themselves to their work. Sometimes that means giving them a super detailed brief. Other times, it means stepping back and letting them lead. For me, it's about asking, 'What do they need from me to be most effective in this task?' rather than, 'How can I be the one who shines?' It's not about micromanaging. It's about unlocking potential. And when I see our team grow, take ownership, and bring new ideas to the table, that's where the real magic happens. Youth Month celebrates the importance of young voices in shaping the future. What advice would you give to other young professionals hoping to enter the hospitality or digital marketing space? Be a sponge. That's honestly the best advice I can give to any young professional stepping into the hospitality or digital marketing space. In your first few years, take in everything you can. Say yes to the work, no matter how big or small. Don't silo yourself or think something isn't your job, this is the time to become as well-rounded as possible. In marketing, we talk about the 'unicorn' a lot, someone who understands all facets of the craft. And the best way to build yourself into that unicorn is to stay open, curious, and willing to learn from every task, conversation, and challenge that comes your way. And most importantly, come prepared. That's the one thing that's consistently put me in rooms I probably wasn't qualified to be in on paper. Read up on the industry. Take time after hours to develop your ideas or talking points. Bring something to the table. It doesn't matter where you sit on the org chart; preparation shows you care, and people notice that. And remember, no one's expecting you to be the final product. Be a diamond in the rough — just start shining in your own way and let the rest shape over time. Outside of work, you have some fascinating interests — tell us about the axe throwing and your idea for a fashion brand. How do these passions reflect your personality? I love keeping my mind busy. Whether it's diving into the weirdest podcast topics, researching something completely random just because, or working on my next sewing project, I'm someone who thrives on curiosity and creativity. I'm very much a self-proclaimed yapper, always talking, always thinking, always unpacking the latest thing that's caught my attention. There's a line from a Dove Cameron song that sticks with me: 'If you say I'm too much, then go find less.' And honestly, that hits home. I've spent a lot of time wondering if I should tone myself down, talk less, hold fewer opinions, try to be more palatable. But I've realised that being 'too much' is a big part of what makes me me. It's where the energy, the ideas, and the creativity all come from. That plays a big role in my passion for fashion, too. I've always loved clothing and the magic it holds, the way it can completely transform how you feel. As someone who's never had the so-called 'traditional' body type, I had to learn early on how to dress in a way that made me feel amazing. That process taught me so much about confidence, self-expression, and finding joy in your own skin. One day, I'd love to build a fashion brand that brings that feeling to others — unique, thoughtful pieces that help people feel incredible, exactly as they are. No moulds, no rules, just love, comfort, and that spark of confidence when you find something that truly feels like you. It's a reflection of my personality in every way: bold, curious, and always looking to create something meaningful. Regarding the axe-throwing… well…. One day, we found ourselves in a really strange setting – the kind of place where you wouldn't expect much, let alone axe-throwing. But there it was, part of the day's activities. And, to everyone's surprise (including mine), I turned out to be good at it! Who would've thought axe-throwing would be my hidden talent? What excites you most about the future of hospitality marketing in South Africa? Are there any trends you're particularly drawn to right now? I am genuinely so excited about the future of hospitality marketing in South Africa! We have such untapped potential to become one of the top global destinations, especially now that more private enterprises are backing the sector and pushing for innovation in the space. One of my absolute favourite trends right now is what I like to call SA's 'free PR strategy.' More and more international celebs, creators, and big-name personalities are doing the full South African tour — Cape Town, the Winelands, Garden Route, and Kruger, and in doing so, they're naturally showcasing the premium product we have to offer. Without a major push, these stories are shifting the narrative from 'dangerous and undeveloped' to 'unforgettable, bucket-list experience you can't get anywhere else.' That kind of organic exposure is gold. But the real challenge, and opportunity, lies in how we position ourselves. I think we need to start changing our mindset. Yes, we have a weaker currency, but instead of seeing that as a negative, we should be highlighting how it makes South Africa one of the most affordable luxury destinations for international travellers. World-class experiences, authentic culture, and stunning landscapes, all at a value that's tough to beat. So, it's not just about telling the story better. It's about owning our worth, shifting perceptions, and being unapologetically proud of what South Africa brings to the table. And that's exactly the kind of creative, purpose-led marketing I can't wait to keep building on. If you could go back and give your younger self one piece of career advice at the start of your journey, what would it be? If I could go back and give my younger self one piece of career advice, it would be this: Never lose sight of who you are and where you want to go. You've got a vision, and you know the direction you're growing in. Don't let anyone else's limited thinking shrink your path. Just because someone else thinks small, doesn't mean you can't think big. You didn't work this hard just to be boxed in by someone else's idea of what's possible. You owe it to yourself to fully embrace your potential — to back yourself, even when it feels uncomfortable. Believe in what you bring to the table. Know your strengths, be honest about your gaps, and then do the work to close them. It's not about being perfect, it's about being intentional. Keep showing up, stay curious, and trust that your ambition and hard work are leading you somewhere incredible. Your value was never meant to be defined by someone else.
Yahoo
23-05-2025
- Business
- Yahoo
Hotels face new staffing challenge with Gen Z
A recent study published in the Journal of Human Resources in Hospitality & Tourism has identified key strategies for attracting and retaining Generation Z employees in the hospitality sector. The research, conducted by Georges El Hajal and Erwin Losekoot, involved focus groups with 55 participants, including industry professionals, educators, and students, to explore effective talent management practices for this emerging workforce. The study highlights that Generation Z values flexible work arrangements and transparent communication. Participants noted that rigid schedules and hierarchical communication structures are less appealing to younger workers, who prefer environments that offer adaptability and open dialogue. This preference aligns with broader trends in the workforce, where flexibility and inclusivity are increasingly important factors for employee satisfaction. The research underscores the importance of experiential learning opportunities and the integration of technology in training programs. Generation Z employees are more engaged when they can apply skills in real-world settings and utilize digital tools that mirror their everyday experiences. The study suggests that hospitality education providers should modernize curricula to include practical, technology-driven learning experiences that prepare students for the evolving demands of the industry. The findings advocate for increased collaboration between educational institutions, industry leaders, and policymakers to develop comprehensive talent management strategies. By working together, these stakeholders can create programs that address the specific needs and preferences of Generation Z, ensuring a more effective transition from education to employment in the hospitality sector. As the hospitality industry continues to adapt to technological advancements and changing workforce dynamics, implementing these strategies may enhance the recruitment and retention of Generation Z employees, contributing to the sector's long-term success. "Hotels face new staffing challenge with Gen Z" was originally created and published by Hotel Management Network, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site.
