Farm labour

Labour crisis

FARMING must change its employment image urgently to prevent disastrous agriculture labour shortages, warns a new report commissioned by the Worshipful Company of Farmers and jointly funded by The John Oldacre Foundation.

Farming’s poor image as a career, associated with low pay, long hours, poor work-life balance, bad conditions, lack of progression, heavy physical labour, and unskilled work, needs reforming, say Dr Caroline Nye and Professor Matt Lobley of Exeter University’s Centre for Rural Policy Research.

Brexit, coronavirus, currency rates, improving economies in Eastern Europe and migration laws all exacerbate the problem, particularly in horticulture, dairy, pigs, eggs and poultry.

Crucially, the research shows untapped pools of talent are under-represented and can be targeted if the industry makes itself more competitive and attractive as a place to work – for full-time and seasonal work.

“Farming is an ‘invisible career’ to anybody who isn’t from a farming background, and this needs to change,” says Dr Nye. “It should not be assumed the rise in unemployment resulting from the COVID-19 pandemic will automatically create interest in seasonal worker roles.”

Robots could help, in time, but insufficient labour could hit productivity in the meantime. “Farms, the agricultural industry and Government need to stay vigilant, be flexible, and get creative before the crisis damages the structure of the industry permanently,” says Professor Lobley.

Several report contributors were frustrated farm work was not on the Government’s shortage occupation list, suggesting evidence is repeatedly ignored. That was despite Defra having its own Workplace and Access to Labour Team.

The Migration Advisory Committee needs to review farm labour requirements frequently, and revisit the definitions of, and value placed upon, ‘skilled’ and ‘unskilled’ workers and adjust the points-based system accordingly, the report argues. Defra should commission a thorough evaluation of the seasonal worker pilot scheme before introducing any new worker scheme.

Traditional recruitment, from the tiny pool with ‘a farming background’, or family members, especially sons, exacerbates the issue, a seminar to launch the report heard. Being ‘stuck’ in the same business also hinders progress, with enthusiasm considered more important than experience.

Employers should look more widely, considering people who are enthusiastic but may need extra training or time to develop new skills. As a home for professional training The Institute for Agriculture and Horticulture could help farmers become better employers and staff managers.

“One very striking aspect of the findings is how additional sources of labour and skills exist which can partly close the resourcing gap,” says Richard Whitlock, WCF Master. “Our mission is to identify where labour is required and help people see the potential sources of farm labour in a post-Brexit, economically ambitious Britain.”

“Farming is an ‘invisible career’ to anybody who isn’t from a farming background, and this needs to change.”

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