The restaurant labor shortage remains a serious challenge in the United States in 2025, despite overall employment growth across the economy.
According to the latest Job Openings and Labor Turnover Survey (JOLTS) data from the U.S. Bureau of Labor Statistics (BLS), there were still nearly 985,000 job openings in the combined restaurants and accommodations sector on the last business day of October 2025, showing continued high demand for workers even as overall U.S. job openings hovered around 7.1 million.
Employers in the hospitality industry also faced significant worker turnover: although total separations in the restaurants and accommodations sector dipped to about 747,000 in October, that figure remains substantial and illustrates why so many positions cycle through unfilled or understaffed.
These elevated openings reflect a labor market imbalance where restaurants must compete for a limited pool of workers, with hiring lagging behind the number of available positions in many regions.
Despite progress from pandemic-era lows, the restaurant workforce continues to struggle with retention and staffing levels.
The National Restaurant Association projects that the industry will continue to grow, with employment expected to reach about 15.9 million jobs in 2025, yet operators still report difficulty finding and keeping reliable workers, especially for entry-level roles such as line cooks, dishwashers, and food preparation staff.
Full-service restaurants, in particular, remain about 173,000 jobs (or 3%) below their pre-pandemic employment levels, even as other segments like snack and beverage bars exceed past workforce figures, demonstrating both uneven recovery and persistent gaps.
These conditions mean restaurants still often have more job openings than qualified applicants ready to fill them, highlighting ongoing staffing gaps that directly impact daily operations and long-term business stability.
Current Employment Data Shows Ongoing Labor Gaps
As of the most recent employment data from the U.S. Bureau of Labor Statistics (BLS), the food services and drinking places industry remains one of the largest segments of the U.S. labor market, employing more than 12.5 million workers nationwide.
This vast workforce is critical to daily life and the broader economy, yet the industry has some of the highest levels of employee turnover and instability compared with other sectors.
According to the BLS’s latest Job Openings and Labor Turnover Survey (JOLTS), the quit rate in the accommodation and food services category routinely sits well above the national average, indicating that workers leave these jobs voluntarily at a higher frequency than in most other industries.
This elevated rate of workforce movement reflects ongoing instability that makes it more challenging for restaurants to build experienced, long-term teams, leading some businesses to reduce operating hours or delay expansion due to staffing concerns.
The JOLTS data also shows that hospitality and food service employers regularly report hundreds of thousands of open positions each month, underscoring persistent labor gaps even when hiring activity remains relatively strong.
For example, while overall job openings in the U.S. have trended downward from the historic highs seen in the early post-pandemic period, openings in the food services sector have consistently remained elevated as businesses compete for workers.
Because many roles in restaurants are entry-level yet physically demanding and often offered with variable scheduling, these positions tend to cycle through quickly, contributing to the need for ongoing recruitment.
High turnover combined with continued job openings means that even restaurants adding new staff can struggle to reach stable staffing levels, which in turn drives continued demand for reliable workers.
Why the Restaurant Labor Shortage Has Not Ended
Several long-term structural factors explain why the restaurant labor shortage has not ended in the United States, even as overall employment has recovered.
One major issue is that a significant share of workers who left restaurant jobs during the COVID-19 pandemic never returned.
According to labor market analysis cited by the U.S. Chamber of Commerce, millions of workers permanently exited service-sector roles and transitioned into industries such as warehousing, healthcare support, logistics, and delivery services, which often offer more stable hours or perceived job security.
At the same time, demographic pressures are shrinking the available workforce.
The Chamber notes that the U.S. labor force participation rate remains below pre-pandemic levels, particularly among older workers, meaning fewer people are available to fill entry-level service jobs overall.
These shifts have created a structural imbalance where the number of open restaurant positions continues to exceed the supply of willing workers, even during periods of economic growth.
Another key driver of the ongoing restaurant labor shortage is intense competition from other industries combined with seasonal demand pressures.
Restaurants must compete with sectors such as retail, manufacturing, and distribution centers that often advertise higher starting wages, signing bonuses, or more predictable schedules.
According to the U.S. Bureau of Labor Statistics, accommodation and food services consistently report one of the highest employee quit rates in the U.S. economy, a sign that workers frequently leave for alternative employment when opportunities arise.
This challenge is amplified in states with strong tourism economies, where seasonal surges in visitors sharply increase staffing needs while local labor pools remain limited.
The U.S. Chamber of Commerce identifies leisure and hospitality as one of the service sectors most affected by these dynamics, noting that high employee churn and entry-level job volume make sustained staffing especially difficult for restaurants.
As a result, many employers face continuous recruitment cycles, reinforcing the persistence of the restaurant labor shortage rather than allowing it to fully resolve.
High Turnover Continues to Hurt Restaurants
High turnover continues to be one of the most damaging factors behind the restaurant labor shortage in the United States.
According to data from the U.S. Bureau of Labor Statistics (BLS), the accommodation and food services industry consistently records the highest employee separation and quit rates of any major sector in the U.S. economy.
The BLS reports that this industry regularly leads all others in voluntary quits, meaning workers leave their jobs at a higher rate than in manufacturing, healthcare, retail, or construction.
These elevated quit rates reflect the demanding nature of restaurant work, including long hours, physically intensive tasks, and variable schedules, which make it harder for employers to retain staff long term.
Because of this persistent turnover, restaurants are often forced into a cycle of constant hiring simply to maintain basic staffing levels.
Even when employers successfully recruit new workers, frequent separations mean that teams rarely remain stable for long, increasing training costs and reducing operational efficiency.
The BLS shows that high separation rates translate into ongoing recruitment needs, which place financial strain on restaurant owners through repeated onboarding, lost productivity, and scheduling disruptions.
Over time, this instability creates sustained demand for workers who are willing to commit to steady, long-term employment rather than short-term roles.
As a result, turnover does not just affect individual businesses but reinforces the broader labor shortage by keeping positions perpetually open across the industry.
Regional Labor Shortages Are Even More Severe
Regional labor shortages make the restaurant staffing crisis even more severe because workforce availability is not evenly distributed across the United States.
According to the U.S. Chamber of Commerce, states experiencing rapid population growth, strong tourism demand, and aging resident populations face some of the most acute labor shortages in the country.
In its state-by-state analysis, the Chamber highlights that many states have more open jobs than unemployed workers, meaning there simply are not enough people available locally to fill open positions.
This imbalance is especially pronounced in leisure and hospitality industries such as restaurants, where staffing needs fluctuate with travel seasons and local economic activity.
States with large tourism economies often see persistent vacancies because demand for food service workers remains high year-round, while the local labor pool remains limited.
For restaurants operating in these high-demand regions, the labor shortage becomes a long-term structural issue rather than a temporary hiring challenge.
Employers must compete aggressively for a shrinking pool of workers, often raising wages or offering incentives that strain operating budgets.
The U.S. Chamber of Commerce explains that aging workforces further intensify the problem, as retirements outpace new labor force entrants in many states, particularly in service-heavy economies.
As a result, restaurants in these regions face constant hiring pressure and higher turnover, making it difficult to maintain stable staffing levels.
This regional imbalance is a key reason many U.S. employers explore lawful immigrant labor options, including permanent, full-time roles, to ensure consistent staffing and long-term business continuity in areas where domestic labor supply cannot meet demand.
Why Restaurants Turn to EB-3 Visa Workers
Many restaurants turn to EB-3 visa workers because domestic hiring alone is no longer sufficient to meet ongoing staffing needs, particularly for permanent, entry-level roles.
According to data from the U.S. Bureau of Labor Statistics, the accommodation and food services sector consistently reports hundreds of thousands of job openings nationwide while also recording the highest quit rates in the U.S. economy, creating a structural labor gap that local recruitment cannot easily solve.
When employers are unable to find enough U.S. workers who are willing, able, and available to accept these positions at prevailing wages, U.S. immigration law allows them to explore lawful employment-based immigration options.
The EB-3 Other Worker category is specifically designed for roles requiring less than two years of training or experience, which closely matches many restaurant positions such as kitchen helpers, food preparation workers, and cleaning staff.
This alignment between job requirements and visa eligibility makes EB-3 a practical solution in the current labor market.
Before sponsoring an EB-3 worker, restaurants must complete a rigorous labor certification process through the U.S. Department of Labor, demonstrating that there are not enough qualified U.S. workers willing to accept the job under normal working conditions.
This process reflects present labor market realities, where high turnover and regional shortages persist even during periods of economic growth.
According to the U.S. Chamber of Commerce, the U.S. currently has millions more job openings than available workers, with service industries among the most affected by this imbalance.
Restaurants that successfully complete labor certification are not replacing U.S. workers but filling roles that remain consistently vacant despite good-faith recruitment efforts.
As a result, EB-3 sponsorship has become a long-term workforce strategy for employers seeking stability while complying fully with U.S. labor and immigration laws.
Common Restaurant Jobs Affected by Labor Shortages
Many restaurant roles continue to experience persistent vacancies nationwide, particularly in entry-level and back-of-house positions that are essential to daily operations.
According to occupational employment data from the U.S. Bureau of Labor Statistics, jobs such as food preparation workers, dishwashers, and kitchen helpers collectively employ millions of workers but also experience above-average turnover and vacancy rates.
For example, the BLS reports that food preparation and serving-related occupations account for one of the largest employment groups in the U.S. economy, yet they consistently rank among occupations with the highest job openings and separations, reflecting ongoing staffing instability.
Line cooks and cleaning staff face similar challenges, as these roles are physically demanding, often require long hours on one’s feet, and involve repetitive tasks, which contributes to frequent employee exits.
Because these positions generally require minimal formal education and less than two years of training, they are often well suited to the EB-3 Other Worker category, which is designed for permanent, full-time roles that U.S. employers struggle to fill domestically.
In practice, restaurant employers place high value on qualities such as reliability, consistency, and a willingness to remain in the role long term, especially given the high costs associated with constant rehiring and retraining. Persistent vacancies in these roles mean that even during periods of active recruitment, restaurants may operate understaffed or reduce services.
As a result, employers increasingly seek workers who are committed to stable employment rather than short-term opportunities.
How To Understand If Restaurant Jobs Qualify for EB-3 Sponsorship
Step 1: Identify Eligible Job Types
To qualify under the EB-3 Other Worker category, a restaurant job must be permanent and full-time, meaning it is not seasonal, temporary, or contract-based.
The position must also require less than two years of training or experience, which is why many entry-level restaurant roles are eligible.
Jobs such as kitchen helpers, dishwashers, food preparation workers, and cleaning staff typically meet these criteria because they rely on on-the-job training rather than formal education.
U.S. immigration law does not require applicants to have advanced degrees or specialized certifications for EB-3 Other Worker roles, but it does require that the job itself fits the classification.
This distinction is critical, as short-term or seasonal restaurant jobs do not qualify for EB-3 sponsorship.
Step 2: Confirm Employer Sponsorship
Only a U.S. employer can start the EB-3 process, not the foreign worker.
This means an applicant must first secure a job offer from a qualifying employer that is willing to sponsor them for permanent residence.
The employer, not the worker, is legally responsible for filing the required immigration paperwork, including the labor certification and immigrant petition.
Restaurants that pursue EB-3 sponsorship typically do so because they have ongoing staffing needs that domestic hiring has not resolved.
This employer-driven structure protects U.S. workers while ensuring that businesses can lawfully fill long-term vacancies when labor shortages persist.
Step 3: Review Labor Certification Requirements
Before sponsoring an EB-3 worker, the employer must complete the PERM labor certification process through the U.S. Department of Labor (DOL).
During this process, the employer must prove that there are not enough willing, able, qualified, and available U.S. workers to fill the position at the prevailing wage.
This includes conducting formal recruitment efforts and documenting the results.
The labor certification requirement directly reflects current labor market realities, particularly in industries like restaurants that experience high turnover and chronic vacancies.
Detailed information about labor certification rules and employer obligations is available through the Department of Labor’s Foreign Labor Certification portal.
Step 4: Monitor Visa Availability
Once the employer files the immigrant petition, EB-3 applicants must monitor visa availability using the U.S. Department of State Visa Bulletin.
This bulletin is published monthly and shows which priority dates are current for each employment-based category.
Visa availability varies by country of chargeability, and applicants from countries other than India and China often benefit from shorter wait times.
Understanding the Visa Bulletin helps applicants anticipate when they can move forward with consular processing or adjustment of status.
Step 5: Work With a Trusted EB-3 Platform
Because the EB-3 process involves multiple government agencies and long timelines, applicants should work with a trusted EB-3 platform that prioritizes transparency, lawful employer sponsorship, and compliance with U.S. regulations.
Reputable providers focus on legitimate job placements, employer-initiated sponsorship, and clear communication throughout the process.
Applicants should avoid guarantees or shortcuts, as EB-3 visas are governed by strict legal standards.
More information about the EB-3 process, employer sponsorship, and available services can be found, which provides educational resources tailored to foreign workers seeking permanent employment opportunities in the United States.
What This Means for Foreign Workers in 2025
For foreign workers in 2025, the ongoing restaurant labor shortage in the United States continues to create real and measurable employment opportunities, particularly in entry-level, permanent roles.
According to the U.S. Bureau of Labor Statistics, accommodation and food services remains one of the largest employment sectors in the U.S., employing more than 12.5 million workers, while also reporting some of the highest job opening and quit rates in the economy.
This combination means restaurants frequently have open positions that are difficult to fill through domestic hiring alone.
As a result, employers increasingly seek reliable workers who are willing to commit to long-term employment, especially in roles that experience persistent vacancies.
These labor market conditions align closely with the purpose of the EB-3 Other Worker category, which allows U.S. employers to sponsor foreign nationals for permanent, full-time jobs when qualified U.S. workers are unavailable, as outlined by U.S. Citizenship and Immigration Services.
Visa availability is another critical factor shaping opportunities for foreign workers in 2025.
According to the U.S. Department of State Visa Bulletin, EB-3 applicants from countries other than India and China often benefit from shorter wait times and more favorable priority date movement, making timely preparation especially important.
Monitoring visa availability helps applicants understand when they may proceed with consular processing and plan accordingly, using official updates published monthly.
Because EB-3 sponsorship is employer-driven and time-sensitive, foreign workers who educate themselves early and align with legitimate employers are better positioned to take advantage of these opportunities.
Educational guides, process explanations, and updates tailored to EB-3 applicants are available through the EB-3 knowledge base, which helps workers make informed decisions as they pursue lawful employment-based immigration to the United States.
Frequently Asked Questions – Restaurant Labor Shortage in the U.S. in 2025
Is there still a restaurant labor shortage in the U.S. in 2025?
The restaurant labor shortage is still a real issue in 2025, even though the overall U.S. job market has improved.
Restaurants and accommodations continue to report a large number of open positions, which shows employers still need workers.
A big reason is that hiring often cannot keep up with demand, especially in busy regions and high-traffic restaurant markets.
Many restaurants also struggle to keep staff long-term, which means positions reopen quickly after someone quits.
This creates a cycle where businesses are always recruiting, training, and filling the same roles again and again.
Even when a restaurant adds new employees, staffing can still feel unstable due to turnover.
Overall, the shortage may look different than during the peak pandemic years, but it has not fully ended.Why do restaurants still struggle to hire and keep workers in 2025?
Restaurants often struggle because many food service jobs are physically demanding, fast-paced, and require standing for long hours.
Schedules can also be unpredictable, with nights, weekends, and holidays being common, which some workers avoid when other options exist.
Workers may leave for jobs that offer steadier hours, less stress, or clearer career growth.
Pay can be competitive in some areas, but wages alone do not always solve retention problems if working conditions stay difficult.
Another factor is that some workers who left restaurant jobs earlier never returned, which reduces the available workforce.
Competition from retail, warehouses, delivery work, and healthcare support roles also pulls people away from restaurants.
When turnover stays high, restaurants spend more time replacing workers than building experienced teams.What restaurant jobs are hardest to fill during the 2025 labor shortage?
The hardest jobs to fill are usually entry-level and back-of-house roles that are essential but often overlooked.
Positions like dishwashers, kitchen helpers, food prep workers, and cleaning staff commonly face frequent vacancies.
Line cooks and other kitchen roles can also be difficult to staff because the work is repetitive, hot, and high-pressure during peak hours.
These roles are critical because if the kitchen is short-staffed, the entire restaurant slows down, no matter how many servers are available.
Many of these jobs rely on on-the-job training rather than formal education, so they can have higher turnover.
Restaurants also prefer workers who show up consistently and stay long-term, because training costs add up quickly.
When these roles stay open, restaurants may shorten hours, reduce menu items, or delay growth plans.Why do some restaurants consider EB-3 workers as a long-term staffing solution?
Some restaurants consider EB-3 workers because local hiring alone may not meet their ongoing staffing needs for permanent, full-time roles.
The labor shortage is often driven by constant turnover, so employers look for stability and long-term commitment.
The EB-3 Other Worker category is commonly connected to jobs that require less than two years of training or experience, which matches many entry-level restaurant positions.
This option is not a shortcut, and employers must follow strict legal steps before they can sponsor a worker.
The process includes labor certification requirements that are designed to protect U.S. workers and confirm the employer cannot find enough qualified U.S. applicants.
For restaurants, the goal is to fill roles that remain consistently vacant despite real recruitment efforts.
When done correctly, EB-3 sponsorship becomes a workforce strategy focused on compliance and long-term continuity.How do you know if a restaurant job can qualify for EB-3 sponsorship?
A restaurant job generally needs to be permanent and full-time to qualify, meaning it cannot be seasonal or temporary.
The role also must typically require less than two years of training or experience, which is why many entry-level kitchen and cleaning jobs can fit the category.
Another key point is that only the U.S. employer can start the EB-3 process, not the worker, so a valid job offer is required first.
The employer must also complete the labor certification process and show there are not enough qualified U.S. workers willing to take the job under normal conditions at the prevailing wage.
After that, the immigration petition and visa process continues through the proper government steps.
Visa availability can affect timing, so workers often need to track updates and understand how priority dates work.
The safest approach is to rely on transparent, lawful guidance and avoid anyone promising guaranteed approval or fast shortcuts.What does the 2025 restaurant labor shortage mean for foreign workers who want U.S. jobs?
For foreign workers, the continued shortage can mean more real opportunities in permanent, entry-level restaurant roles where employers struggle to find reliable staff.
Restaurants often need workers who are consistent, willing to learn, and able to stay in the job long-term, especially in roles with high turnover.
This demand can align with EB-3 options when the job and employer meet the legal requirements.
However, the process is structured and can take time, so planning early and understanding the steps matters.
Workers should focus on legitimate job offers from real employers and be cautious of scams or unrealistic promises.
It also helps to follow official updates about visa availability, because timing can vary by category and country.
With the right employer and correct process, the shortage may create a practical path to stable U.S. employment, but it still requires patience and compliance.
Final Thoughts
The restaurant labor shortage has clearly not ended in 2025, and current data shows that staffing challenges remain deeply rooted across the United States.
According to the U.S. Bureau of Labor Statistics, accommodation and food services continue to report some of the highest job opening and quit rates in the U.S. economy, meaning restaurants frequently struggle to maintain stable staffing even while actively hiring.
High turnover, persistent vacancies, and uneven regional labor supply all contribute to ongoing operational pressure for employers, particularly in states with strong tourism, aging populations, or rapid economic growth.
The U.S. Chamber of Commerce confirms that service industries like restaurants remain among the most affected by nationwide labor shortages, as many areas still have more open jobs than available workers, making domestic recruitment alone insufficient to meet demand.
For foreign workers seeking stable employment and a lawful pathway to permanent residency, these conditions mean restaurant jobs continue to represent one of the most realistic EB-3 opportunities available.
The EB-3 Other Worker category, as outlined by U.S. Citizenship and Immigration Services, is specifically designed for permanent, full-time roles that require less than two years of training, which closely aligns with many restaurant positions such as kitchen helpers, dishwashers, and food preparation workers.
When sponsored properly by a U.S. employer and supported by labor certification, these roles allow foreign workers to fill genuine workforce needs rather than displacing U.S. workers.
With the right preparation, transparency, and compliance with U.S. immigration law, restaurant jobs can offer long-term stability, legal employment, and a path to permanent residency in the United States.
