Hospitality Salaries in 2025: Key insights for employers

Salaries are still the biggest factor for employers and jobseekers in 2025, shaping hiring and retention across the industry. But the right benefits? They can be the difference between blending in and standing out.

That’s why we created the 2025 Hospitality Salary Trends Report. Using data from over 17 million job ads across 23 industries, including 1.2 million in hospitality, this report is your essential guide to understanding salaries and benefits in the UK hospitality industry.

Inside, you’ll find:

• The latest salary benchmarks across key job roles and regions in the UK.
• How hospitality salaries compare to the wider job market.
• What today’s hospitality workforce expects from their employer.
• How to build a competitive package that attracts and keeps exceptional hires.

Before downloading, here’s a snapshot of some key insights.

The state of play: Hospitality salaries in 2025

Hospitality salaries have been steadily rising, with the median salary now at £27,100—a 4.5% increase compared to last year. While some industries have seen stronger increases, hospitality salaries are still moving in the right direction.

In fact, just five years ago, the average salary stood at £21,503. Since then, wages have risen by 25%, showing steady growth despite economic challenges. Despite this, only 56% of hospitality workers say they are satisfied with their pay. This is lower than the 63% average across all industries, placing hospitality among the five least satisfied sectors. This gap highlights an opportunity for employers to rethink their salary strategies to not just attract talent, but also to retain it.

Want to explore detailed salary benchmarking data, including insights by region and job role? Download the full report now.

Beyond salary: Why benefits matter

For 76% of hospitality workers, pay is the top priority. But a competitive salary alone isn’t enough. The right benefits package can set your business apart and make all the difference. In fact, nearly 9 in 10 (84%) workers would actually skip a pay rise if it meant securing their most valued perk: flexible working.

So, what do employees value most?

Here are the top benefits people are looking for:

• Flexible working hours – 35%
• Free or discounted food – 32%
• Sick pay above what’s legally required – 30%
• Learning and training – 22%
• Performance bonuses – 22%

These perks aren’t just nice to have, they’re a crucial part of a competitive package that helps you attract and keep great people. But when people with in-demand skills don’t get the package they’re after, they start looking elsewhere. And many already are.

The challenge: Talent on the move

With all this in mind, 2 in 5 hospitality employees (44%) are looking to change jobs in 2025, and 18% are already on the job hunt. That means many businesses could be facing a year of increased churn. Their top priorities include securing a higher salary (36%), a better work-life balance (25%), career growth and new opportunities (17%), and greater flexibility (17%).

To retain top talent, employers need to ensure competitive salaries and benefits, while also investing in career progression, workplace culture, and flexibility.

After all, those that don’t risk losing talent to employers who take a more holistic approach to rewards.

Focus on: Salary transparency

As hospitality workers begin exploring new opportunities, businesses looking to recruit have a prime chance to attract highly sought-after talent. One key way to do this? Salary transparency.

83% of hospitality workers are more likely to apply for roles with listed salary details, while 72% would drop out if the salary is unclear.

With 62% of hospitality candidates comfortable negotiating pay, sharing salary bands can set clear expectations and help build trust. Transparent pay structures save employers time and help attract the right candidates. This increases the chances of finding the perfect fit for the role.

Top tips: What this means for you

Our research found that for 21% of hospitality workers, even a 1-5% pay rise could be enough to seal the deal. So, while you may not always be able to offer large salary increases, there is plenty you can do to stay competitive:

• Regularly benchmark your salaries: Make sure you stay informed on market trends and that your salaries align with industry standards. Remember to factor in the specific role and your location when benchmarking.
  • Top tip: Use our report to access the data you need to benchmark your offering against the market.
• Be transparent: Currently, 4 in 10 (39%) hospitality job ads don’t include salary information. Since this is a major barrier for applicants, clearly outlining salary ranges in job adverts will help you stand out and attract more candidates.
• Offer meaningful benefits: From learning and development to flexible working, the perks and benefits you offer can be the deciding factor in converting interest into applications and retaining top performers. Consider talking to your current team about what matters most to them to ensure you’re staying ahead of the competition.

For plenty more actionable advice, download the full report.

Final thoughts

While hospitality salaries have risen in recent years, they still trail behind many other industries. It’s no surprise, then, that pay satisfaction remains low.

That’s why regular benchmarking is so important. Knowing where your salaries stand in the wider market, and being upfront about pay in job ads, can help you attract the right talent and stay competitive.

But salary alone isn’t enough. The right benefits, from flexible working to career development, can be a gamechanger when it comes to keeping hold of great people.

Want to see how your salaries and benefits compare?

Download the full 2025 Hospitality Salary Trends Report now to access benchmarking data, insights, and expert tips to strengthen your hiring strategy.