Once upon a time, becoming a chef was seen as a bold, creative career path — a chance to master a craft, work your way up, and one day run your own kitchen. But in 2025, UK kitchens are missing something vital: young chefs.
If you’re hiring, you’ve probably noticed it. CVs are skewing older. Fewer fresh faces. Fewer juniors willing to start at the bottom and work their way up. The talent pipeline has thinned — and it’s not by accident.
Let’s explore why young people aren’t becoming chefs anymore, and more importantly, what hospitality employers can do about it.
📉 The Disappearing Pipeline
Hospitality leaders and kitchen managers across the UK are sounding the alarm: the entry-level talent pool is drying up. A few key reasons stand out:
1. Perception Problem
Young people often see chef work as:
- Long hours
- Low pay (especially at the start)
- Stressful kitchens with little flexibility
- The reputation of hospitality as a “tough industry with few rewards” has put many off.
Add in the media coverage of toxic kitchens and burnout stories, and you’ve got a branding issue. Cheffing no longer looks like an aspirational job — it looks like a sacrifice.
2. Pandemic Fallout
During COVID, thousands of junior chefs and trainees were laid off or furloughed. Many left the industry and never came back. Career changers and school leavers saw how fragile hospitality could be, and chose more “stable” options instead.
3. Disappearing Training Routes
Catering colleges and apprenticeships have seen huge funding cuts in recent years. Some colleges closed altogether. Others struggle to attract enrolment.
👉 According to the Education & Training Foundation, the number of young people (aged 16–19) starting hospitality and catering-related further education courses in England fell by 36% between 2016 and 2023. That’s a massive drop in just seven years.
That means fewer structured, affordable ways for a 17-year-old to learn the trade. And fewer chefs-in-training entering the market.
4. Better Alternatives
Let’s be honest — there are more appealing entry-level jobs out there for young people:
- Retail with set shifts
- Tech or social media roles
- Gig economy jobs with flexible hours
Why train for years to earn £10–12/hour and work split shifts when you can do less and earn the same (or more) elsewhere?
🍳 Why This Matters
Without young chefs entering the industry:
- The existing workforce ages out
- Skill gaps widen (as fewer people are trained properly)
- Chef shortages become permanent
And ultimately, restaurants close or scale back because they can’t staff their kitchens.
If we don’t fix the pipeline, the future of British hospitality is in real trouble.
💡 How We Get Them Back
Here’s the good news: the interest is still there. Many young people do want to cook, be creative, and be part of something bigger. But the industry needs to meet them halfway.
✅ 1. Make the Role More Attractive
This doesn’t always mean throwing money at it (although better pay helps). It means:
- Offering real progression plans
- Ensuring junior chefs aren’t burned out or shouted at
- Giving new chefs a voice in the kitchen
- Being flexible where possible with hours/rotas
A good culture is a magnet for young talent.
🧑🍳 2. Invest in Training
Whether you run a high-end restaurant or a neighbourhood pub, training junior staff should be a priority.
Ideas:
- Pair new chefs with experienced mentors
- Offer paid trial shifts with feedback
- Celebrate their progression publicly (on socials or staff boards)
- Partner with local colleges or youth employment programs
You don’t need a Michelin star to grow great chefs — just patience and a plan.
💬 3. Change the Conversation
Right now, the perception of chef life is dominated by negatives. We need to reframe the narrative.
Use your website, social media, and job ads to:
- Showcase happy teams
- Highlight flexible schedules or wellbeing initiatives
- Share stories of junior chefs rising through the ranks
Let people see what’s great about this work — not just what’s hard.
🧭 4. Be Visible Where Young People Are
If you're only posting jobs on generic job boards, you’re missing younger candidates.
Instead:
- Use Instagram and TikTok to show behind-the-scenes life
- Partner with platforms that attract career-minded chefs (like Only Chefs)
- Attend school careers fairs or offer kitchen taster sessions for 16–18-year-olds
Think beyond CVs and tap into curiosity.
Final Thoughts
There’s no silver bullet — but there is a clear path.
If we want more young chefs, the industry must evolve. That means better conditions, better communication, and more investment in people at the start of their journey.
At Only Chefs, we’re committed to helping you find passionate chefs at all levels — and giving young talent a reason to stay in the game.
👩🍳 Ready to connect with the next generation of chefs?