Staff shortage – Reasons, Numbers, Solution

Staff shortages have become one of the defining challenges for hospitality businesses in Germany. The structural causes are well-documented but often underestimated in their combined effect.

Current figures

According to DEHOGA and Federal Employment Agency data:

• The gastronomy and hospitality sector lost approximately 240,000 employees during the pandemic years 2020–2022 – many of whom did not return.
• The number of completed training contracts in hospitality fell by over 30 % between 2019 and 2023.
• Vacancy rates for kitchen and service positions in urban areas regularly exceed 6 months.

Structural reasons

Staff shortages in hospitality are not simply a post-pandemic phenomenon. Long-standing structural factors include:

• Unattractive hours: Evenings, weekends and bank holidays make hospitality less competitive against office-hours alternatives.
• Wage pressure: Despite minimum wage increases, net hourly rates in hospitality remain below comparable sectors.
• Image: The industry suffers from a perception problem – particularly among younger job-seekers who prioritise work-life balance and career development.
• Demographic decline: Fewer young people entering the labour market overall amplifies sector-specific shortfalls.

What operators can do

Successful operators are addressing the shortage through a combination of:

• Structured onboarding and retention programmes
• Flexible shift models and four-day weeks (where operationally feasible)
• Partnerships with catering schools and apprenticeship programmes
• Targeted recruitment in EU labour markets

For property owners, persistent staff shortages directly affect the valuation and leasability of their property – an experienced successor who can attract and retain staff is worth more than a higher headline rent.