Hospitality’s Parent Problem
Finding the Balance Between Caring and Career
Hospitality is powered by people who care-about guests, about standards, about the tiny details that turn a service into an experience. But for the industry’s many parents and carers, “caring” doesn’t clock off at close. Early starts, late finishes and weekend peaks collide with nursery runs, school holidays and the unpredictable logistics of family life.
The result? Too many talented people feel forced to choose between the work they love and the people they love. At Moco Coaching, we believe no one should have to make that choice.
The State of Play (and Why This is Urgent)
Hospitality is still one of the UK’s biggest employers, with just over 2.08 million payrolled employees in accommodation and food service as of July 2025. But the sector has been shedding roles and vacancies have cooled-meaning retention and progression of existing talent is now business critical. (ONS, Restaurant Online)
At the same time, childcare remains a barrier. The 2024–25 expansion of funded childcare in England has more than halved the average cost of part-time nursery for under-twos (£70.51 per week), but gaps remain-especially for parents working evenings and weekends, when demand is highest in hospitality. (Coram)
On paper, flexible work has improved: in 2025, 8 in 10 UK parents reported working flexibly. But hospitality sits near the bottom for access. Among those not working flexibly, 73% want to and 9 in 10 parents working reduced hours are women. (Working Families)
Legally, every employee now has a day-one right to request flexible working, with employers required to respond within two months. That’s a lever hospitality leaders can use creatively - even in shift-led operations. (Acas)
Why Hospitality Parents Struggle
Atypical hours vs childcare supply: Only 22% of English local authorities report enough childcare for parents who work atypical hours. (Coram)
Shift work and short notice: 6 in 10 parents work shifts, but only 1 in 10 get more than a month’s notice. (Working Families)
Gendered progression: Women still shoulder most caring, and the UK gender pay gap widens after age 40. (ONS)
Tight rosters, tight margins: Cost pressures mean fewer hours per head-often squeezing parents out. (ONS)
What Progressive Operators Are Doing (That You Can Copy)
At Moco, we coach leaders to embed small but powerful shifts that create big impact:
Publish rotas earlier-and stick to them. Move to rolling 4-week schedules with minimum 72-hour change notice, compensating for late changes.
Offer a menu of flex. Examples include: job shares for supervisors, term-time contracts, fixed “anchor” shifts or school-hours prep shifts.
Design shifts around local childcare. A 15–30 minute tweak can make drop-off or pick-up possible.
Be explicit in job ads. Add a “This job can flex” line to widen your talent pool.
Create fair swap systems. Empower parents to arrange cover without creating gaps.
Budget for last-minute change pay. Respect caring arrangements with a small premium.
Support with information. Train managers on the Acas Code and make rights clear to staff.
For Parents in Hospitality: Practical Moves
At Moco, we coach returners to:
Ask early, ask specifically. Propose two viable flexible working patterns.
Lock in non-negotiables. Identify immovable care commitments and show how you’ll cover peaks.
Build a back-up plan. Have childminder or peer-swap options ready-boosting employer confidence.
Think progression, not just survival. Protect development time, so your career doesn’t stall.
What Good Looks Like (A Checklist for Leaders)
✅ Rotas released 4 weeks ahead, with compensation for changes
✅ 3 flexible patterns documented per site (job share, term-time, school-hours)
✅ Job ads invite day-one flexible requests
✅ Managers trained in Acas Code timelines and options
✅ Local childcare mapped, especially for evenings/weekends
The Moco Coaching Perspective
This isn’t about making hospitality a 9–5 industry. It’s about designing predictability, sharing constraints openly and using flexible working law to keep brilliant parents in the industry.
At Moco Coaching, we help businesses:
Audit rota practices and job design
Coach leaders to manage flexible requests creatively
Support parents returning with confidence and clarity
Embed lasting cultural shifts that retain talent