Restaurant Staffing Statistics (2026 Data)

The restaurant industry is the second-largest private employer in the United States. It's also one of the most challenging to staff. This page compiles the most important data on restaurant staffing, sourced and cited.

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The workforce

15.9 million

Workers projected in the restaurant industry in 2025. That's approximately 200,000 new jobs added over the prior year. Source: National Restaurant Association, 2025 State of the Industry Report

2nd largest

The restaurant industry is the second-largest private-sector employer in the US, behind only healthcare. Source: National Restaurant Association

1.05 million

Workers hired in food service in January 2024 alone. versus 781,000 quits in the same month. The industry hires fast but loses fast too. Source: BLS JOLTS, 2024

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Turnover

79.6%

Average annual turnover rate in the restaurant industry over the past 10 years. That means roughly 4 in 5 employees leave within a year. Source: Toast / BLS data analysis

73.9%

Current turnover rate. on track for the lowest annual rate since 2017. The "Great Resignation" peak has passed, but turnover remains roughly double the national average. Source: Toast, 2024

3.9%

Monthly quit rate in accommodation and food services (2024). Down from a peak of 5.8% in 2021-2022. nearly two points lower. Source: BLS JOLTS; Escoffier Global

204%

The hospitality quit rate compared to the national average. Between January-April 2024, nearly 3 million hospitality workers quit. more than double the national rate. Source: Escoffier Global, BLS JOLTS

$3,500–$6,000

Estimated cost to replace a single restaurant employee when factoring in recruiting, training, lost productivity, and management time. Source: National Restaurant Association; Cornell Hospitality Research

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Labor costs

25–35%

of total restaurant revenue goes to labor costs. This is the single largest controllable expense for most restaurants.

Minimum wage impact

• 30 states plus DC have minimum wages above the federal $7.25/hour
• Tipped minimum wage varies from $2.13/hour (federal) to full minimum wage in 7 states
• Each $1 increase in minimum wage increases labor costs by approximately 3-4% for a typical restaurant

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Absenteeism in food service

3.8%

Absence rate for food preparation and serving occupations. above the national average of 3.2%. Source: BLS Table 47, 2024

2.7%

Of those absences are illness or injury. The remaining 1.0% are "other reasons" (personal needs, family, etc.). Source: BLS Table 47, 2024

The no-show cost

For a restaurant with 15 employees working average shifts (see our full breakdown of employee no-show statistics):

• Per no-show: $150–300 (lost productivity + overtime + manager scramble)
• At 2 no-shows/week: $15,600–31,200/year
• Overtime to cover absences: accounts for nearly 50% of all restaurant overtime

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Hiring & retention

What restaurant workers want

Source: Toast, Voice of the Restaurant Worker survey

Why they leave

1. Low pay. consistently the #1 reason across all surveys
2. Lack of schedule flexibility. especially for workers with second jobs or school
3. No growth path. workers who see no future leave faster
4. Poor management. "people don't quit jobs, they quit managers" holds especially true in restaurants
5. Burnout. physical demands + emotional labor + irregular hours

What reduces turnover

• Higher wages. even $1-2/hour above competitors makes a measurable difference
• Predictable scheduling. published 2+ weeks in advance
• Self-service shift swaps. flexibility without chaos
• Recognition. simple acknowledgment reduces turnover in frontline roles
• Growth opportunities. clear path from line cook to sous chef, server to shift lead

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Scheduling in restaurants

How restaurants schedule today

• Spreadsheets/Excel. most common for independent restaurants under 30 employees
• Pen and paper. still used by an estimated 15-20% of small restaurants
• WhatsApp/text groups. for shift communication (unreliable as source of truth)
• Scheduling software. growing adoption, especially post-pandemic

Time spent on scheduling

• Restaurant managers spend 3-8 hours per week on employee scheduling
• Last-minute changes happen 2-3 times per week on average
• 45% of small business owners cite schedule management as a regular weekly task

The scheduling software opportunity

• Employee scheduling software market: $0.48 billion (2024)
• Projected: $1.36 billion by 2033 (12.1% CAGR)
• Restaurants are the #1 vertical for scheduling software adoption

Source: Business Research Insights, 2024

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Industry trends (2025-2026)

The "Great Stay"

The post-pandemic quit wave has subsided. Experts now describe the labor market as the "Great Stay". workers are staying put, but expectations are higher. Restaurants that don't offer competitive pay, flexibility, and decent conditions still lose staff. Source: LRA, 2025

Automation

• 51% of quick-service restaurant tasks are expected to be automatable
• 27% of full-service restaurant operations can be automated
• Most automation is in ordering (kiosks), payments, and inventory. not cooking or service Source: Restroworks, 2025

Seasonal staffing

• Summer and holiday seasons create 30-50% staffing surges for many restaurants
• Seasonal hiring typically starts 4-6 weeks before peak season
• Tourist-area restaurants may need to rebuild 60-80% of their team each season

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Trends to watch in 2026 and beyond

The wage floor keeps rising

Thirty states plus DC have minimum wages above the federal $7.25. Several major markets (California, New York, Washington) are at or approaching $16-17/hour. For restaurants already running 30-35% labor costs, each dollar increase squeezes margins further. The operators adapting best aren't just raising menu prices. They're getting more precise about scheduling: matching staffing levels to actual demand by hour, not just by shift, so every labor dollar produces maximum revenue.

Retention is replacing recruitment as the priority

The hiring frenzy of 2022-2023 has cooled. The monthly quit rate dropped from 5.8% to 3.9%. But that doesn't mean the talent problem is solved. It means the game has changed: instead of scrambling to fill vacancies, smart operators are investing in keeping the people they have. Schedule predictability, self-service shift swaps, and faster path-to-promotion are the retention levers that cost the least and move the needle most.

Technology adoption is accelerating from the bottom up

The scheduling software market is projected to grow from $0.48B to $1.36B by 2033. But the interesting shift isn't the total market size. It's who's buying. Pre-pandemic, scheduling software was mostly an enterprise tool. Now independent restaurants with 10-30 employees are the fastest-growing segment. The trigger is usually the same: one too many scheduling disasters, plus a new generation of managers who expect mobile-first tools.

Seasonal staffing is getting harder

Tourist-area restaurants that rebuild 60-80% of their team each season are finding the ramp-up increasingly expensive. At $3,500-6,000 per hire, a restaurant that turns over 15 seasonal workers is spending $50,000-90,000 just on hiring before the season starts. The restaurants handling this best are building year-round relationships with seasonal workers through off-season communication and guaranteed return offers.

What this data means for restaurant operators

These numbers have practical implications that go beyond statistics.

Turnover is expensive but partially preventable. At $3,500–$6,000 per replacement, a restaurant that loses 10 employees a year is spending $35,000–$60,000 just on churn. The top driver (low pay) is hard to fix overnight, but the second and third drivers (schedule inflexibility and no growth path) are not. Restaurants that publish schedules 2+ weeks ahead and allow self-service shift swaps consistently report 15-25% lower voluntary turnover. That translates to real money.

The 25-35% labor cost target is a guardrail, not a goal. Operators who chase the lowest possible labor percentage often understaff, which degrades service, which reduces revenue, which makes the percentage look worse anyway. The target is sustainable staffing at efficient wages. Getting there requires understanding your actual shift-by-shift labor costs, not just the monthly total.

Absenteeism is predictable and manageable. A 3.8% absence rate means a 15-person restaurant will see roughly 1-2 unplanned absences per week. That's not bad luck, it's a planning input. Restaurants that build a float pool of 2-3 reliable staff who want extra shifts turn a weekly crisis into a 10-minute fix. See our guide on handling last-minute shift changes for the practical system.

The "Great Stay" doesn't mean the staffing problem is solved. Fewer quits means workers are staying put, but their expectations are higher than pre-pandemic. Restaurants that haven't updated their scheduling practices, communication norms, or pay rates are going to keep losing their best people to competitors who have. The baseline has moved.

Sources

• National Restaurant Association. State of the Industry Reports
• Bureau of Labor Statistics. JOLTS, Table 47
• Toast. Restaurant turnover data
• Escoffier Global. Culinary hiring & retention trends
• Restroworks. Restaurant turnover statistics
• LRA. Restaurant industry 2025
• Business Research Insights. Scheduling software market

Last updated: February 2026. We review and update this page quarterly.

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For practical steps behind these numbers, see our complete guide to employee scheduling.

Related: Restaurant Staff Scheduling: The Complete Guide | How to Schedule a Small Restaurant | How to Reduce No-Shows and Callouts

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