The New Recruitment Reality
The April 2024 increase in the skilled worker visa salary threshold from £26,200 to £38,700 (now £41,700 for new applicants in many cases) effectively closes the overseas recruitment route for most hospitality roles.
This wasn't an accident—it's deliberate policy. But the hospitality sector, already struggling with 121,000 vacancies, now faces an even more constrained labour pool.
Understanding the Impact
Who's Affected
The salary threshold affects:
- Chef roles (unless experienced/skilled enough for shortage occupation concessions)
- Restaurant managers
- Hotel supervisors
- Front-of-house team leaders
- Housekeeping supervisors
Essentially, any role that previously qualified for skilled worker sponsorship at lower salaries.
What This Means Practically
For hospitality SMEs:
- Can't recruit overseas for most positions
- Existing sponsored workers may be affected at renewal
- Domestic labour pool is the only realistic option
- Competition for available workers intensifies
The Shortage Occupation List
Some hospitality roles remain on the shortage occupation list with reduced thresholds:
- Skilled cooks (going rate discount applies)
- Certain specialised positions
But the list has narrowed, and even these roles have higher requirements than before.
Immigration rules change frequently. This guidance reflects the situation at time of writing. Always check current requirements with official sources or immigration advisors for specific hiring decisions.
Closing the Gap with Technology
If you can't hire more people, you need to do more with the people you have. Technology enables this.
Productivity Multiplication
The Goal: Each staff member handles more than before, maintaining service quality.
How Technology Helps:
Order and Payment:
- Self-service ordering reduces serving time per table
- Mobile payment eliminates waiting for bills
- Pre-ordering for collection reduces counter time
Kitchen Efficiency:
- Digital order management reduces errors and questions
- Prep systems optimise workflow
- Inventory automation reduces back-and-forth
Housekeeping:
- Room status automation eliminates phone calls
- Prioritisation systems optimise cleaning routes
- Maintenance logging speeds issue resolution
Task Elimination
The Goal: Remove tasks that don't require humans.
What Can Be Automated:
| Task | Manual Approach | Automated Alternative |
|---|---|---|
| Booking confirmations | Staff sends emails | System sends automatically |
| Table allocation | Host decides | System optimises |
| Basic enquiries | Staff answers phone | Website FAQ, booking system |
| Payment processing | Waiting, card machine | Self-service payment |
| Inventory counting | Physical count | Real-time tracking |
Service Redesign
Some businesses are redesigning service models:
Full-Service to Assisted:
- Counter ordering with table delivery
- Reduced touchpoints, same food quality
- Works for casual dining
Technology-Enhanced:
- QR code menus and ordering
- Staff focus on hospitality, not order-taking
- Premium service maintained with fewer servers
Self-Service Elements:
- Drink stations
- Condiment bars
- Buffet components
- Collection points
Service model changes must fit your brand and customers. Technology that works for a casual cafe won't work for fine dining. Know your market.
Attracting Domestic Workers
Technology can also make hospitality jobs more attractive to domestic candidates.
Better Scheduling
Modern scheduling technology offers:
- Advance notice of shifts (legal requirement but often ignored)
- Shift swap platforms for flexibility
- Preference consideration in allocation
- Fair distribution visible to all
Workers increasingly choose employers offering schedule control.
Reduced Frustration
Technology that eliminates:
- Confusing manual systems
- Repetitive admin tasks
- Communication failures
- Equipment that doesn't work
Makes jobs feel more professional and less chaotic.
Career Development
Digital tools enable:
- Online training and certification
- Clear skill progression
- Performance visibility
- Development planning
Helps retain workers by showing advancement paths.
Practical Implementation
Audit Current State
Before investing in technology:
- Map all staff tasks by role
- Identify tasks that don't require humans
- Calculate time spent on automatable work
- Prioritise by impact and feasibility
Start with Highest Impact
Typical high-impact starting points:
- Scheduling software - Immediate efficiency gains
- Online booking - Reduces phone time, captures data
- Digital ordering - Reduces serving requirements
- Automated communications - Eliminates repetitive messages
Phase Implementation
Don't try everything at once:
Month 1:
- Implement scheduling software
- Activate online bookings if not already
- Set up automated confirmations
Month 2-3:
- Trial digital ordering in one area
- Add automated payment option
- Implement basic inventory tracking
Month 4-6:
- Expand successful trials
- Connect systems for better data flow
- Review and optimise
Managing the Transition
Staff Communication
Be honest with existing staff:
- Explain the recruitment challenge
- Show how technology helps rather than threatens
- Involve them in implementation
- Recognise and reward adaptation
Customer Communication
For service model changes:
- Introduce gradually
- Explain benefits (speed, accuracy)
- Maintain alternatives for those who prefer traditional
- Gather feedback and adjust
Realistic Expectations
Technology helps but doesn't solve everything:
- Implementation takes time and effort
- Some staff will resist
- Some customers won't like changes
- ROI isn't always immediate
The Long View
The immigration changes aren't temporary. Hospitality needs to adapt to a future where:
- Domestic labour is the primary source
- Technology extends what workers can do
- Service models evolve for efficiency
- Career appeal must improve
The businesses that adapt now will be better positioned than those hoping policy reverses.
Struggling with recruitment constraints? We help hospitality SMEs implement technology that multiplies the productivity of available staff.
Book a consultation to discuss your specific recruitment and technology challenges.
