The lived experience of hospitality workers in Ireland: A 2025 snapshot

Curran, Deirdre, Ward, Kevin, Kulichyova, Anastasia, Ogunpaimo, Olaiwola, O’Sullivan, Maeve, & Ní Léime, Áine. (2026). The lived experience of hospitality workers in Ireland: A 2025 snapshot. Galway: University of Galway.

Abstract

This report presents the findings of the most comprehensive independent survey of hospitality workers undertaken in Ireland. The survey is part of a broader global initiative spearheaded by the Global Hospitality Research Alliance (GHRA), encompassing multiple countries and employing a consistent methodological framework. In the Irish context, the research was executed by an interdisciplinary team from three universities, under the leadership of Dr. Deirdre Curran of the University of Galway. The principal objective was to provide a rigorous snapshot of hospitality workers lived experiences in 2025, enabling both a retrospective and prospective analysis, while situating the Irish sector within a broader international context. The report provides an extensive dataset addressing the full spectrum of working conditions in hospitality and is designed to inform all stakeholders with a vested interest in the sector. To optimise its impact, the report is disseminated freely and, in a format, accessible to a wide audience. It commences by recognising the inherently challenging operational landscape in which hospitality enterprises endeavour to sustain viability and growth. As this report will demonstrate, the sector is characterised by onerous demands on both employees and employers, whose consistent commitment merits recognition. Nevertheless, the data reveal substantive concerns regarding elevated stress levels and burnout, phenomena that threaten worker retention and performance if not addressed systematically. Profiles of the respondents and their employments, along with highlights of the findings, are presented in the series of infographics below. There are indications both of positive developments and that some of the persistent challenges faced by employees in this sector remain. €The following statistics are percentages of respondents to those questions). For example, 96% of respondents agreed/ strongly agreed that they ‘care about being useful and productive in their jobs’; 91% agreed/strongly agreed that they had ‘the skills to do their job with confidence’; 70% agreed/strongly agreed that their ‘manager/ owners were good employers’. While 72% agreed/strongly agreed that they were ‘treated with dignity and respect by their managers/ business owners’, 73% agreed/strongly agreed that they ‘enjoy their work environment’. However, 64% of the respondents agreed/ strongly agreed that they felt ‘emotionally drained’ by their work, and 71% stated that they felt ‘used up’ at the end of their workday. A large proportion of respondents report ill-treatment, bullying and harassment – witnessed or experienced: 53% of respondents stated that they had witnessed bullying or harassment in the previous two years. Of these, 40% of respondents stated that they witnessed verbal abuse while 17% stated that they had witnessed psychological abuse. Of the 38% who stated they had experienced bullying or harassment, the most common forms reported were; verbal abuse €41%., psychological abuse €22%., and racial abuse €9%.. Regarding learning and development, 69% agreed/strongly agreed that they were ‘developing a lot as a person at work’. 72% agreed/strongly agreed that they saw themselves as ‘continually improving’ and 71% that they ‘continue to learn as time goes by’. While the analysis underscores the features of an industry that attracts new entrants, the evidence also suggests that significant scope remains for enhancing retention. It is incontestable that the psychological contract, i.e. the unwritten set of expectations between employers and employees, necessitates ongoing cultivation and mutual reinforcement. Investment in this relational infrastructure is likely to ameliorate persistent retention challenges. The aspiration of many entrants to build sustainable careers within hospitality is encouraging. Realising this potential, however, depends on the establishment of genuine, enduring career pathways. Recent evidence from Fáilte Ireland’s 2025 Tourism Careers Labour Market Research shows that conditions in the sector have improved in recent years, and various industryled initiatives seek to reward and promote employer excellence. This report will also show that comparative analysis indicates measurable improvements in workers experiences relative to the previous worker survey published by Curran in 2021. The report acknowledges the presence of exemplary leadership within the industry (as evidenced in at least one independent case study by Curran and O Driscoll, 2023., and advocates for the further diffusion of best practices, thereby fostering a virtuous cycle of sectoral improvement. Nonetheless, reported incident rates of worker ill-treatment, both experienced and witnessed, remain disconcertingly high in this sample and constitute a priority area for intervention. Accordingly, this report includes targeted, actionable recommendations that could lead to a significant improvement in the lived experience of hospitality workers in Ireland and serve as a vehicle for hospitality businesses to attract and retain talent.

Publisher

University of Galway

Rights

CC BY-NC-ND

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