The recent rise in National Insurance contributions has added yet another layer of complexity for hospitality businesses already juggling inflation, staffing shortages, and shifting customer expectations. As teams tighten their belts and candidates become more cautious about their next move, we sat down with Change’s Sales Director, Gareth, to get his take on what this change really means for hiring in the sector.
From cost-conscious clients to more selective candidates, Gareth shares the challenges, the opportunities, and how Change is helping businesses navigate it all, without compromising on talent.
You can read our full interview with hi below:
Change: Gareth, thanks for sitting down with Change. Let’s dive straight in! What’s your take on the recent National Insurance increase?
Gareth: It’s a big topic. The increase has put additional pressure on already tight margins across the hospitality sector. For businesses that are still recovering post-pandemic and dealing with inflation, this hike feels like another hurdle to navigate, especially for those operating with large workforces or seasonal teams.
Change: How have you found hospitality employers reacting to this change?
Gareth: Cautiously. We’re seeing employers become more selective in their hiring. There’s definitely a trend towards finding multi-skilled candidates who can bring more to the table, rather than expanding teams as freely as before. There’s also more conversation around streamlining payroll and outsourcing, just to keep overheads manageable.
Change: Have you found it’s affecting candidate behaviour too?
Gareth: Definitely. Candidates are more conscious of their take-home pay and are asking sharper questions: not just about salary, but about benefits, flexibility, and long-term stability. We’re also seeing some talent hesitate to move roles unless there’s a significant financial incentive or genuine career progression.
Change: What role does Change play in supporting clients through this shift?
Gareth: A huge one! We act as a partner and consultant, not just as recruiters. We’re helping clients forecast costs, advising on market salary benchmarks, and showing where talent can add the most value. We’re also finding creative ways to attract top talent without businesses having to stretch beyond their budgets: sometimes it’s about benefits, culture, or flexibility, not just pay.
Change: And finally, any advice you’d give to hospitality businesses navigating this?
Gareth: Stay proactive. The businesses who succeed will be the ones who adapt quickly, lean on their networks, and keep investing in great people. Don’t freeze your hiring out of fear! Talk to someone who understands the landscape. That’s what we’re here for.
Thanks, Gareth! While the National Insurance rise presents clear challenges, it’s also prompting important conversations across the hospitality industry, about value, sustainability, and how to build resilient teams in a changing landscape. As Gareth points out, staying proactive and open to change will be key in the months ahead. Whether it’s rethinking hiring strategies or reassessing what candidates really want, there’s room for smart, considered moves, even in tough times!
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