Employing over 123,000 people and contributing billions to the economy, the Scottish food and drink industry spans farming and aquaculture to manufacturing and distribution.

Right now, food and drink stands at a crossroads. Significant challenges in attracting, retaining and developing talent threaten to undermine growth and resilience. In this series, we will delve into these challenges, examining the pressing workforce issues the sector faces and exploring strategies to help businesses and policymakers turn obstacles into opportunities. 

In this first instalment, we assess the market and explore the current state of Scotland's food and drink workforce.

Scotland's food and drink workforce

The food and drink industry accounts for approximately 4.6% of the Scottish workforce, with regions like the northeast employing around 22,000 people. Notable for its wide-ranging job roles - from primary production like farming and fishing to food manufacturing and hospitality - the sector delivers critical high-value exports like Scottish salmon and whisky. These products not only place Scotland on the global map but also support rural and coastal economies.

However, disruptions such as Brexit, the COVID-19 pandemic, government policy, and rising costs have exacerbated existing challenges, making it harder to source and retain talent. By 2031, estimates suggest that nearly 35,000 new recruits will be required to address skills gaps and support the sector's growth.

Current challenges in food and drink recruitment

In recent years, the industry has seen record staff shortages. A survey conducted in July 2024 revealed that 31.2% of Scottish businesses struggled to fill roles, with 63.1% citing an insufficient number of qualified candidates as the main hurdle.

Skills shortages

From product developers to brand managers, there is a critical shortage of technical talent. Fast-changing consumer preferences mean businesses need a skilled workforce to adapt to trends. Shortages are also particularly acute in food manufacturing jobs, where expertise in areas such as engineering, innovation, and marketing is essential to staying competitive. Food and drink companies regularly face competition from other industries, like technology and pharmaceuticals, leaving many roles unfilled.

Additionally, the northeast of Scotland experiences unique challenges due to its rurality, which can make roles less appealing to potential employees.

Brexit's impact 

The departure of many EU workers following Brexit resulted in staffing gaps, particularly in manual and seasonal roles. These labour shortages continue to impact production levels, with some businesses struggling to meet demand. Efforts to bridge the gap using UK-based recruitment have been slow, partly due to pay packages and a lack of enthusiasm about the industry.

Image issues

Despite its importance, the sector often struggles with a negative reputation. Misconceptions about pay, working conditions and career progression make a career in food and drink an unattractive proposition for some. This ‘sector apathy’ further contributes to recruitment challenges, especially among younger professionals who are often drawn to tech-focused or office-based positions.

Looking forward: How can we tackle recruitment challenges?

With these challenges in mind, let’s explore some solutions that could make a meaningful difference to businesses and help secure the future of Scotland's food and drink industry.

Promoting careers 

To counter misconceptions, the industry needs to highlight the rewarding opportunities a career in food and drink can offer. Engaging early with schools, colleges and universities through workshops, job fairs and apprenticeships all help to raise awareness. Showcasing success stories from lesser-understood areas of the food and drink industry - like tech and digital roles - can reshape perceptions and inspire new talent.

Investing in skills development

Equipping workers with skills in areas like technology and sustainability is key to combating skills gaps. Initiatives like graduate apprenticeships, which combine practical on-the-job training with academic study, are already proving effective. Strengthening partnerships between industry and higher education institutions will ensure that training aligns with sector needs.

Focusing on retention

High staff turnover hinders productivity and innovation. Employers can build loyal, long-term teams by fostering positive workplace cultures, offering competitive compensation and providing clear development opportunities. Simple measures like mentoring programmes and structured development plans can make employees feel valued and motivated to stay.

Using technology and automation

Advanced technologies like AI and automation can address some labour shortages. For instance, robotics can replace manual processes in food manufacturing, while AI can streamline supply chain management. However, upskilling the workforce to manage these systems is necessary. 

Improving recruitment practices 

From writing compelling job ads to demonstrating inclusivity in the workplace, businesses should adopt recruitment practices that make them employers of choice. Tools like Scotland Food and Drink’s ‘Feeding Workforce Skills’ platform offer helpful resources to employers, while specialist recruiters - like Eden Scott’s food and drink recruitment team can provide the best insight and guidance.

Final thoughts 

Scotland's food and drink industry is at a pivotal moment. While challenges like skills shortages and negative perceptions are significant, they also present an opportunity for development. By investing in people - through education, training, and forward-thinking recruitment practices - and embracing technology, the industry can build a resilient and competitive future.