The hotel and restaurant industry in 2026: challenges and opportunities

A market still under pressure

The most difficult positions to fill remain the same: section chefs, sous-chefs, experienced receptionists, and head waiters trained in high-end service. In addition to these traditional roles, there are now cross-functional positions – revenue managers, F&B managers, and line managers – for which the pool of qualified candidates has shrunk considerably.

Several factors explain this ongoing tension. First, a significant number of professionals who left the sector during the Covid pandemic never returned, drawn to jobs offering more predictable hours. Second, attracting younger generations to the sector remains a challenge. Working conditions (split shifts, weekends, service pressure) are increasingly difficult to reconcile with current expectations regarding work-life balance.

Significant differences between regions

The situation is not uniform across Belgium. In Brussels, the pressure is at its highest. The concentration of businesses, business tourism, and the required linguistic diversity (at least French, Dutch, and English) make recruitment particularly complex. Flanders, and Antwerp in particular, is also experiencing significant strain, especially in the fine dining sector. Wallonia has a calmer market in terms of volume, but with real difficulties in recruiting skilled workers in tourist areas.

What works to attract talent in 2026

Beyond macro trends, certain practices clearly make a difference on the ground. We observe that establishments that manage to recruit sustainably share several common characteristics.

They've worked on their employer brand. A carefully curated presence on LinkedIn and Instagram showcases the reality of daily life – the team, the kitchen, behind-the-scenes glimpses – rather than generic visuals. They offer clear conditions right from the job posting: salary range, work schedule, consecutive days off, and fringe benefits. Ambiguity has become a deal-breaker for candidates.

They invest in onboarding. A structured program during the first few weeks, a designated mentor, and regular check-ins are essential. And above all, they take employee retention seriously: regular recognition, career development opportunities, funded training, and listening to their teams.

The growing role of freelancers and temporary workers

By 2026, the use of freelancers and skilled temporary workers in the hospitality industry is becoming more professional. These solutions, once seen as stopgap measures, are becoming strategic for managing seasonal peaks, testing candidates before hiring, or accessing specific expertise.

Freelancers are attracting more and more experienced candidates thanks to their flexibility, the diversity of their assignments, and better pay. Building a network of trusted freelancers is now a major HR challenge.

Outlook for the coming months

In the short term, the market will not undergo any major changes, and the shortage will remain structural. High-performing institutions will accept that recruitment is an ongoing function, even when teams are full.

In the medium term, the digitalization of HR processes, the development of continuing education, and the evolution of organizational models (4-day week, flexible hours, talent sharing) will make the sector more attractive.

Strategies for effective recruitment

To succeed in this challenging environment, it is crucial to adopt innovative strategies. We must focus on improving the candidate experience. This includes streamlined and transparent recruitment processes. Furthermore, fostering a positive company culture is essential. This not only attracts candidates but also promotes talent retention.

We must also leverage digital tools. Using online recruitment platforms and social media can broaden our reach. This allows us to reach a wider audience and target potential candidates more effectively.

In conclusion

The Belgian hospitality industry remains a demanding sector, but also an exciting one for those who thrive on its energy. The labor shortage is not inevitable. It's a signal that prompts every establishment to rethink its customer attraction and retention strategies.

At Hospitality HR Partners, we support hotels and restaurants daily in this process – with concrete solutions, rooted in the reality on the ground.

We are convinced that, through a proactive and strategic approach, we can transform these challenges into opportunities.

Let's discuss your HR strategy