Occupational health for hospitality: skin health and workload

Occupational health for hospitality needs to reflect the work behind the guest experience. A chef handling cleaning products, a housekeeper moving equipment and a receptionist standing through a busy shift may need very different support. Start with the task and the concern, then decide what workplace changes or specialist advice are needed.

Make skin health part of the kitchen conversation

HSE identifies contact dermatitis as a significant occupational health issue in catering. Repeated wet work and contact with irritating substances can damage skin. Assess exposure and the controls for the actual cleaning and food-preparation tasks. Suitable information and training matter too.

Give staff a private way to raise concerns early. A supervisor should record the reported work difficulty and seek appropriate advice, rather than attempting a diagnosis. Review the substances, work methods and protective equipment involved. Simply moving someone to another task with similar exposure may not resolve the concern.

Review the physical workload in a real shift

Walk through deliveries, laundry movement, bed making and kitchen preparation with the people doing them. Note where loads are awkward, equipment is unavailable or a task is repeatedly rushed. HSE has specific guidance on musculoskeletal risks in hospitality; use it alongside a suitable workplace assessment.

A useful local action might be to review where heavy supplies are stored or whether the right trolley can reach the work area. Record who will assess the change and when it will be checked. Training alone should not be used to excuse an unnecessarily difficult task.

Brief occupational health with the actual role

If specialist advice is needed, describe the employee’s duties, hours, relevant exposure and the support already tried. A generic label such as “hotel employee” can miss the difference between kitchen, housekeeping and desk work. Agree the referral process and report-sharing arrangements with the employee.

Ask for advice that helps a work decision: which duties may be suitable, whether adjustments could help and when to review them. Keep the decision-making discussion with the employee separate from the clinical assessment.

Plan support that survives a busy service

Write down any agreed changes in plain language. Name the manager responsible on each shift and make sure a temporary supervisor can find the necessary operational instructions. Keep diagnoses and clinical correspondence out of the general handover.

Set a review date that works around the employee’s actual attendance pattern. Ask whether the arrangement is being followed and whether it remains useful. If the situation changes, seek further advice rather than extending a temporary plan without discussion.

Hospitality manager checklist

• Identify the task and the reported health concern.
• Review relevant cleaning, skin-contact and physical-work risks.
• Ask what support the employee needs and explain the next step.
• Use a competent professional for any required assessment or surveillance.
• Allocate practical actions to the right shift manager.
• Keep health information restricted and review the arrangements.

Is a wellbeing activity enough?

A wellbeing initiative can be useful, but it does not replace controlling work-related health risks or obtaining the right advice about an individual concern. Start with the work itself and use the support appropriate to that risk.

Practical support for your hospitality team

Explore our hospitality sector support, connecting occupational health, HR, health and safety and employee management software. We can discuss the appropriate assessment, referral and management follow-up for your circumstances.

Our team supports employers in Chester, Manchester and the North West, North Wales and other service areas. See our published case studies for examples of wider workplace support.

Sources and scope

Guidance for employers in Great Britain. Consult HSE catering dermatitis guidance and HSE hospitality musculoskeletal guidance. Northern Ireland and the Republic of Ireland have separate legal frameworks.