The hospitality sector remains a significant generator of employment in Aragón, although its impact is more moderate compared to Spain’s major tourist regions. According to the Labor Market in the Hospitality Sector report by Randstad Research for May 2026, the region had 36,163 employees in this sector during the first quarter of the year.
Of this total, 28,583 individuals (79%) work in food and beverage services, while 7,580 are employed in accommodation services. Aragón accounts for 2.0% of national hospitality employment, a share that places it in a lower-middle position among Spain’s autonomous communities.
A key sector, albeit with lower tourist intensity
The hospitality industry represents 5.7% of total employment in Aragón, where the number of employed individuals reaches 630,410. Within this percentage, food and beverage services contribute 4.5% to regional employment, while accommodation services account for 1.2%.
This structure reflects the predominantly urban and dining-focused nature of Aragón’s hospitality sector, with a more limited role for tourist accommodation compared to communities like the Canary Islands (where hospitality represents nearly 19% of total employment), the Balearic Islands, or Andalucía.
National context
At the national level, the hospitality industry employs 1.77 million people in the first quarter of 2026 and accounts for 7.9% of total employment in Spain. Regions such as Andalucía, Catalonia, Madrid, the Valencian Community, and the Canary Islands concentrate a significant portion of national activity, highlighting the sector’s strong geographic concentration.
In Aragón, hospitality employment is primarily distributed between Zaragoza —its main urban center— and the provinces of Huesca and Teruel, where rural and inland tourism plays a more prominent role.
The Randstad Research report emphasizes that, despite its relatively smaller size, hospitality remains an important engine of employment in Aragón. Its future evolution will be influenced by common challenges facing the sector, such as generational turnover, absenteeism management, and the need to continue advancing the professionalization of its workforce.
