Reducing Turnover in Ireland’s Hospitality Sector

High turnover has long been a challenge in the Irish hospitality sector. From hotels and restaurants to cafés and event venues, many employers struggle to keep experienced, reliable staff for more than a season. The reality is that hospitality businesses face unique pressures, such as unsociable hours, seasonal demand and high customer service expectations, which make staff retention even more difficult.

For employers, the cost of replacing a staff member goes far beyond recruitment fees. It includes training time, lost productivity and, in some cases, reduced service quality that can impact your reputation. This is why hospitality staff retention in Ireland is not only a human resources concern but also a business-critical strategy.

Understanding Staff Turnover in Irish Hospitality

Ireland’s Turnover Rate and Impact

Industry estimates suggest that turnover in Ireland’s hospitality sector can exceed 30 per cent annually. This is significantly higher than in many other industries, meaning employers are often in constant recruitment mode.

The Financial Cost to Employers

Replacing a skilled chef, receptionist or bar supervisor can be expensive. For example, a Dublin hotel that loses five experienced kitchen staff in one year could spend between €25,000 and €40,000 on advertising, agency fees, onboarding and training.

The Service Quality Cost

When turnover spikes during busy tourist seasons, service levels often drop. A busy Galway restaurant with inexperienced staff during the summer months may experience longer wait times, order errors and negative reviews, all of which can affect repeat business.

Common Reasons Staff Leave in Hospitality

Low Pay and Limited Benefits

In many cases, wages in hospitality do not keep pace with the rising cost of living in cities like Dublin, Cork and Galway. Without competitive pay or benefits, staff may leave for roles in other industries that offer better financial security.

Unsociable Hours and Poor Work-Life Balance

Split shifts, late nights and weekend work are standard in hospitality, but over time they can take a toll. A Galway restaurant, for instance, saw several resignations from waiters who could not maintain family or study commitments alongside their work schedules.

Lack of Career Development

Some employees view hospitality as a short-term option rather than a career because they do not see clear progression paths. Without structured training or promotion opportunities, staff are more likely to move on.

Recruitment with Retention in Mind

Hiring for Fit, Not Just Skills

Skills can be taught, but attitude and values are harder to change. A boutique hotel in Cork improved its retention rates by prioritising cultural fit during interviews. They looked for candidates whose personalities matched the hotel’s customer-first ethos.

Managing Expectations During Onboarding

Retention starts on day one. Clear communication about shift patterns, pay progression and performance expectations helps avoid misunderstandings. Employers who are upfront from the start tend to see lower early-stage turnover.

For support with long-term recruitment strategies, visit our Permanent Staffing page.

Building a Positive Workplace Culture

Manager Training and Empathetic Leadership

Employees often leave managers, not jobs. A hotel in Limerick reduced turnover by 18 per cent after training supervisors in conflict resolution and team leadership skills.

Open Communication and Feedback Loops

A resort in Wexford introduced monthly staff forums where employees could share concerns and suggestions. This open dialogue helped reduce resignations by half over two years.

Career Development and Upskilling

Internal Promotion Opportunities

Creating clear pathways for advancement keeps staff engaged. A Dublin bar group promoted six staff members from floor roles to management positions within 18 months by investing in leadership training.

Cross-Training Programs

Allowing employees to gain skills in multiple areas, from bar service to reception, keeps work varied and prepares staff for future promotions.

Recognition and Rewards

Recognition Beyond Wages

Staff of the Month programs, public praise and team social events all contribute to a sense of value. A Galway café chain holds quarterly awards and team nights out, which has helped build loyalty.

Monetary Incentives

Offering retention bonuses to seasonal workers who return for multiple years can be an effective way to encourage commitment.

Employee Wellbeing and Work-Life Balance

Flexible Scheduling

While hospitality often requires non-standard hours, some businesses are finding creative solutions. A hotel in Killarney introduced a weekend rotation system so that staff did not always work anti-social hours.

Mental Health Support

Some employers now partner with wellbeing providers to give staff access to confidential counselling, stress management resources and wellness workshops.

Using Data for Retention

Tracking Turnover Rates

Monitoring turnover rates monthly or seasonally helps identify problem areas quickly.

Exit Interviews

Collecting feedback from departing employees can highlight specific issues, such as poor management practices or unrealistic workloads. A Dublin hotel resolved a high turnover problem after discovering that a single supervisor’s approach was pushing staff away.

Quick Takeaways

• Retention saves money and protects service quality.

• Career development is as important as pay.

• Culture and leadership drive loyalty.

• Flexible schedules keep staff engaged.

• Data helps spot problems before they grow.

Conclusion

Retaining hospitality staff in Ireland is achievable when employers focus on the right combination of recruitment strategy, workplace culture and investment in their people. By hiring for fit, supporting staff development, offering recognition and ensuring wellbeing, you can create an environment where employees want to stay.

At Total Solutions, we work closely with hospitality employers to find, place and retain the right talent. Visit our Employers page to learn how we can help, or explore our Temporary Cover and Permanent Staffing services to meet your immediate hiring needs.

FAQs