Older Workers in Hospitality: Gaining a Bigger Share of the Workforce

Key Findings

• Workers aged 55 and older now account for approximately 12.4% of hospitality employees (about 1.3 million individuals) in the United States..
• Hospitality experiences an annual turnover rate of around 74%, roughly five times the 12–15% average seen in other industries.
• This high turnover leads to significant re-hiring and training costs, as well as disruptions in service quality.
• Industry experts affirm that older employees provide greater stability and longevity; workers aged 55–64 typically stay in the same job for about 9.6 years on average.
• As younger workers increasingly depart due to stagnant wages, understaffing burnout and better opportunities elsewhere, employers are shifting strategies toward recruiting seasoned, mature professionals.

With high turnover rates and increasing challenges in employee retention, the hospitality industry is experiencing a shift: one where older workers are making up a growing share of the workforce and bringing much-needed stability.

But what does this trend mean for both employers and older job seekers? How can businesses leverage the reliability and experience of older workers to reduce turnover, enhance service quality, and create a more stable workforce?

Here, we’ll break down the latest data, examine the underlying factors driving these trends and offer insights into how hiring managers and senior job seekers can capitalize on this evolving landscape.

Older Workers on the Rise in Hospitality

According to the latest Bureau of Labor Statistics (BLS) data, the proportion of older workers categorized under the Accommodation and Food Services sector has inched upward. In 2024, roughly 1.32 million hospitality employees were aged 55 or above, accounting for 12.4% of the industry’s workforce​.

While the percentage might seem small, it comes against the backdrop of an overall hospitality workforce that is still rebuilding from pandemic losses. Industry analysts note that as younger workers left en masse during the pandemic, many employers welcomed back veteran staff and even actively recruited senior workers to fill the gaps.

BLS data confirm the trend: The number of older employees in hospitality held steady or grew even when total industry employment dipped​. In fact, some hospitality employers have workforces where over half of employees are above 50.

For example, at Chartwells School Dining Services (a major foodservice company), 60% of employees are over 50 and 3% are over 65​. This illustrates how common older hires have become in certain hospitality niches.

Turnover Reaches New Highs — And Employers Adapt

Parallel to this greying of the workforce is another reality: historically high turnover. Hotels and restaurants are grappling with record quit rates and employee exits. The Job Openings and Labor Turnover Survey (JOLTS) shows that nearly 690,000 separations occurred in the accommodation and food services sector in January 2025 alone​.

That’s a sharp rise from late last year and reflects a persistently elevated quit rate. By comparison, during the peak of the “Great Resignation” in 2021, about 6.8% of hospitality workers quit in a single month, double the national quit rate.

On an annualized basis, turnover in hospitality now approaches three out of four workers leaving per yea. This translates to a turnover rate of around 74%, which significantly outpaces the 12–15% average in other industries.

Why Employers Value Seasoned Talent

Experienced employees often demonstrate resilience, focus and a strong work ethic. They tend to be dependable, steady and committed to their roles, showing less inclination to frequently seek new opportunities compared to younger workers.

In fact, BLS data shows that workers aged 55–64 have a median tenure of 9.6 years — substantially longer than that of younger employees.

Moreover, such seasoned employees frequently excel in positions that prioritize interpersonal skills and emotional intelligence, due to their ability to navigate complex situations with maturity. 

“Older workers outperform in soft qualities like reliability, commitment and customer-oriented skills,” says Linda Woo, an assistant professor who studied age inclusion in hotels​.

From the employers’ perspective, hiring older staff can be a stabilizing force. Experienced workers often require less training on basic work habits and can draw on past career skills. They also bring a level of professionalism that can elevate service quality.

Hospitality leaders note that older associates tend to take pride in their jobs — whether it’s at a hotel front desk or a cafe — and can handle customer interactions with patience and courtesy developed over years.

“Our data suggests that our most mature age groups are not only our most tenured, but work the highest average number of hours per week,” notes Nan Oldroyd, HR Director at Tim Hortons, which employs thousands of seniors alongside younger staff​.

What This Trend Means for Job Seekers Aged 55+

For older adults seeking employment, the hospitality sector’s openness to hiring seniors is encouraging news. A tight labor market and high turnover have made restaurants, hotels and tourism employers more receptive to applicants with many years of experience — even those past the traditional retirement age.

Age-friendly hiring initiatives are creating more pathways for over-50 candidates to find hospitality jobs that suit their needs. Unlike in decades past, mature job seekers today may find less bias in hospitality hiring.

In fact, the vast majority of employers now recognize workers aged 55+ as a valuable resource for mentoring and institutional knowledge​.

Older job seekers can leverage this trend by highlighting their reliability, customer service skills and flexibility. Many hospitality jobs offer flexible or part-time schedules, which can be ideal for seniors who want to remain active in the workforce but also maintain work-life balance.

Looking Ahead: A More Age-Diverse Hospitality Workforce

The convergence of an aging workforce and a hospitality hiring crunch is creating a new dynamic: restaurants and hotels staffed by a mix of Gen Z, millennials, Gen X and baby boomers working side by side.

This multi-generational shift could be a long-term boon for the industry. Analysts predict that by 2031, workers aged 55+ will make up over a quarter of the workforce in many countries​.

In U.S. hospitality, even a modest increase in older workers helps fill critical vacancies and preserve service quality amid high turnover. Ultimately, the growing presence of older workers is injecting much-needed experience into hospitality.

For businesses, it’s a strategy to stabilize operations and retain knowledge. For customers, it often means seeing more familiar, seasoned faces providing service.

And for the older generation itself, it opens up new avenues to stay engaged, earn income and defy stereotypes in a sector that once was the domain of the young.

As the hospitality industry rebuilds and reinvents itself post-pandemic, one thing is clear: Age-inclusive hiring is becoming the new norm, and it’s already proving that in hospitality, good service has no age limit.

About OysterLink

OysterLink stands as the premier hub connecting hospitality enterprises with exceptional talent. By delivering exclusive industry insights, up-to-date trends and expert interviews, OysterLink empowers professionals at every stage of their career in hospitality.

With a thriving audience of over 320,000 monthly visitors and a rapidly expanding reach, OysterLink is recognized as the essential destination for industry news, career opportunities and expert guidance.

For more details, please visit oysterlink.com or contact our PR representative, Ana, at [email protected].