News & Events

​The recent warning from Save British Farming (SBF) about the UK's food supply disruption is a frightening reminder of the fragility of our food system. During their recent event at Westminster, farmers and industry experts highlighted the urgent need for government action to prevent severe disruptions to food supplies.Key Concerns RaisedGovernment Inaction: Former Foreign Secretary James Cleverly noted that the government is underestimating the potential impact of food supply disruptions and seemingly not taking into consideration the severity of the current and future risks.Food Security as National Security: SBF founder Liz Webster poignantly stated, "An army marches on its stomach, and those who feed the army – farmers, food workers, manufacturers – must be protected too."As someone who is passionate about the UK’s agricultural sector and recruiting within it, I resonate with the concerns raised personally. The challenges faced by farmers are not just about crops and livestock; they're about the togetherness of our society and economy. The Government's acknowledgement that "food security is national security" in its 2024 general election manifesto is a step in the right direction, but actions must follow words, and I feel they have taken many steps backwards from that statement and are going against this! We may not be feeling the issue just yet, however it won't be long. Actions need to be taken now. In my conversations with clients and candidates, the recurring theme is the struggle to adapt to forever-changing policies and economic pressures. The resilience of our farmers is incredible, but they cannot do it alone. It's important for stakeholders at all levels to collaborate and support the backbone of our food system. Every aspect of the food supply chain is affected by this, therefore, strength is in numbers, and those in the industry must work together, not against each other.If you're facing challenges in the agricultural sector or wish to discuss these issues further, please don't hesitate to reach out. Let's work together to ensure a stable and secure food future for the UK.Contact me, Ryan Bainborough

We’re excited to launch the MorePeople 2025 Salary & Benefits Survey – and we want to hear from you! Every other year, we run this survey to get a clearer picture of what's really going on in the world of salaries, benefits and working life across the fresh produce, food manufacturing, horticulture and agriculture sectors. Yes, we’ll be looking at salary benchmarks, pay reviews and remote working trends – but this isn’t just about the numbers. We want to understand what really matters to people in their jobs. What benefits do employees actually want – and which ones are just fluff? How important is job satisfaction compared to salary? What role does culture, flexibility, and learning new skills play in someone’s decision to stay or move on? This year’s survey will be our most comprehensive yet. We’re building on previous years by diving deeper into specific job functions and seniority levels, so we can provide more relevant and useful insights for both employers and employees. The final report will help businesses benchmark their offering and make more informed decisions when it comes to attracting and retaining talent, and it’ll give individuals a clearer view of where they stand in the market. Want to be part of it?Whether you're a farm manager, food technologist, agronomist, commercial director or anything in between – your input matters.Click here to take the surveyIt only takes a 5 minutes, and all responses are completely anonymous. Everyone who takes part will have access to the report via our website and will have the opportunity to be in a prize draw to win one of five £100 Amazon gift cards. Thanks in advance for sharing your insight – let’s shape the future of our industry together. ​

​Last month I ran a quick poll asking my network of professionals in garden retail what their biggest challenge is right now – what’s keeping them up at night? Over half of you—51%—said staff shortages. And honestly, that lines up with what I’ve been seeing and hearing across the industry. Garden centres are busy. Spring’s here, customers are out in force, and there’s a real buzz around gardening and outdoor projects. But behind the scenes, teams are stretched thin. There simply aren’t enough people on the ground—and even fewer with the kind of horticultural knowledge that customers are really after. It’s Not Just About Hiring More People (pardon the pun) The problem isn’t just numbers. It’s about finding the right people—those who actually know their stuff and can talk with confidence about plants, compost, and care. That kind of knowledge doesn’t just appear, and it’s getting harder to find. And for some businesses, even if they do find someone great, they just can’t afford to hire right now. National Insurance & Rising Costs Are Making It Worse As of April 2025, employer National Insurance rose from 13.8% to 15%, and the threshold is dropping. That’s a tough hit—especially for independents. Across the retail sector, it means billions in extra costs. For horticulture alone, the HTA estimates an extra £134 million in pressure. So now we’ve got a situation where garden centres need more people to keep up with demand—but rising costs are forcing them to freeze or cut hiring. It’s a lose-lose. The Bigger Picture Garden centres are more than just shops. They’re places where people go for advice, ideas, and a bit of calm. But when teams are short-staffed or burnt out, that experience starts to slip. I don’t have all the answers—but I do think it’s worth talking about. If you’re in garden retail, how are you handling the staffing challenge? Have you been able to bring in the right people? Or are you having to compromise just to stay afloat? Would really like to hear your take—especially if you were one of the 51%.

​I recently had the privilege of spending two eye-opening days in Shropshire, diving deep into the inner workings of our food supply chain — from the soil to the supermarket shelf. It was a brilliant experience that brought to life just how much effort, precision, and teamwork it takes to deliver fresh food to our tables.This was part of the Future Farmer Programme I’m currently undertaking with Harper Adams University and sponsored by Tesco. Applications have just opened for next years cohort, and I’d really recommend the programme to anyone in the sector. You can find out more and apply here.Day 1: From Field to Factory at PDM ProduceOur journey began at PDM Produce (UK) Ltd, where an astonishing 60 bags of salad are produced every minute. We traced the lifecycle of salad from planting in the fields to operations in the factory where produce is washed, packed, and prepared for distribution.The scale and efficiency of the process were impressive, but what really stood out was the level of detail and care behind every step. From precision planting to temperature-controlled logistics, it was a powerful reminder of how much coordination goes on behind the scenes.Day 2: Yoghurt ProductionThe second day kicked off at the Müller UK & Ireland facility in Market Drayton, where 15 million pots of yoghurt are produced each day. Watching the storage of incoming milk into the factory to produce an array of yoghurt products in large-scale production and quality control was really interesting.We then visited a local dairy farm with 1,300 units, which supplies milk to Müller. Seeing the farm-to-factory connection first-hand made it clear just how interconnected and essential each link in the chain really is. To round off the trip, we stopped at a Tesco Superstore, where we saw the final leg of the journey – the product reaching the consumer. It was fascinating to see the supermarket from a different perspective following our previous visits. It was interesting to understand how even the smallest changes in logistics or presentation can ripple through the entire supply chain!Leadership in Agriculture: Lessons from Izak van HeerdenWe were also lucky to hear from Izak van Heerden, who shared insights from his travels with the Nuffield Farming Scholarships Trust, focusing on leadership and emotional intelligence in the agricultural sector. Three key takeaways that resonated deeply:1. Authenticity - Lead with who you are. Be honest and be real.2. People remember how you make them feel - Leadership is about relationships.3. Ubuntu - "Humanity to all". A reminder that empathy and collaboration can move mountains.Izak also spoke about issues in agricultural recruitment and, as those in the industry, how we can tackle these problems and overcome them. I’m incredibly grateful for the experience, the people we met, and the chance to see our food system and enitre supply chain in action. Remember, applications are now open for next year's cohort! Feel free to reach out with any questions. 📩 hannah.cuthbert@morepeople.co.ukContact me!​

​With rainfall scarce this spring and upland soils already drying out, wildfire risk is becoming an urgent concern across the UK. As summer approaches, how we manage moorlands, whether through traditional grouse shooting practices or natural moorland restoration, has never been more relevant.Few topics spark as much debate as moorland management in the UK's upland landscapes, particularly the contrast between areas managed for driven grouse shooting and those following a path of natural moorland restoration. At the heart of this discussion lies a tension between conservation, land use, rural culture and environmental risks, especially concerning wildfire resilience, biodiversity, and community livelihoods.So, what exactly are the differences between these approaches and how do they compare in terms of ecological health, wildfire risk, and opportunities for people living and working in the uplands?What are the differences between grouse-managed moors and natural moorland restoration?Grouse-managed moors are upland areas deliberately maintained for driven red grouse shooting. Landowners apply techniques like controlled heather burning (muirburn), predator control, and selective vegetation management to enhance grouse populations and maintain open moorland habitats. This model is closely tied to rural traditions, game shooting economics, and seasonal employment.In contrast, natural moorland restoration, often associated with rewilding or low-intervention conservation, is guided by ecological processes rather than intensive human control. Here, burning and predator control are minimal or absent, with a focus on peatland restoration, hydrological balance, and allowing vegetation to evolve over time. These landscapes aim to support biodiversity, carbon storage, and natural resilience.Wildfire Risk: Controlled Burning vs Natural ResilienceOn grouse moors, muirburn is a key tool used to reduce wildfire risk by creating a patchwork of young and old heather, which acts as a natural firebreak. By regularly removing dry, woody vegetation, land managers aim to prevent the buildup of fuel that can lead to severe fires. Additionally, the human presence on estates, such as gamekeepers, means faster detection and response to potential wildfires. Meanwhile, natural moorland restoration approaches wildfire prevention through a different lens. Instead of regular burning, they promote the rewetting of peatlands and the restoration of sphagnum-rich bogs, which retain moisture and naturally resist ignition. While this reduces long-term fire risk, unmanaged vegetation can pose a short-term hazard if peat remains dry from past drainage or in drought conditions. However, the structural diversity of these landscapes, mixing wetland, scrub and open moor, can slow fire spread across larger areas.Biodiversity: Managed Habitat vs Wild ComplexityIn terms of biodiversity, grouse moors tend to favour a narrower range of species that thrive in open, heather-dominated habitats. Rotational burning supports early successional plants and benefits birds like red grouse, curlew, and golden plover. Predator control further boosts nesting success for these ground-nesting species. However, the ecosystem may become overly simplified, limiting the presence of woodland edge species, mammals, and invertebrates that require more varied or older vegetation.In contrast, natural moorland restoration allows biodiversity to develop through natural succession. As vegetation matures and becomes more structurally complex, often including grasses, shrubs and wetlands, a broader range of species emerges. These moors can support rare peatland plants, amphibians, raptors and invertebrates. With minimal interference, predator-prey dynamics re-establish, helping to build more balanced and resilient ecosystems. While some open ground species may decline with scrub encroachment, overall species richness and ecological function often increase.How This Affects Rural EmploymentGrouse moors play a significant role in supporting rural employment, offering roles like gamekeepers, beaters, estate staff and hospitality workers during the shooting season. These jobs are often locally rooted and provide apprenticeships and training for land-based skills. In remote areas with limited economic alternatives, these estates can be lifelines for young people seeking meaningful employment and housing opportunities.At the same time, natural moorland restoration is giving rise to new employment opportunities in conservation, habitat restoration, eco-tourism and scientific monitoring. Rewilding and peatland restoration projects increasingly hire ecologists, land managers and carbon specialists, often through NGO's or public schemes. These jobs may offer more consistent year-round employment and align with long-term climate and biodiversity goals. However, the transition between these sectors must be managed carefully to ensure that communities are not left behind and that new skills are supported.Could There be a Middle Ground?As climate change intensifies and biodiversity loss accelerates, both grouse and natural moorland restoration approaches offer lessons and limitations. Grouse moors provide immediate fire control and habitat for some upland species, but risk environmental costs if mismanaged. Natural moorland restoration offers a vision of ecological renewal and long-term resilience, but may require time, investment and public support to reach full potential. Many experts argue the future lies in blending both models, using targeted muirburn where needed, restoring peatlands, supporting natural regeneration and ensuring that rural communities benefit through employment, education, and sustainable land stewardship. This hybrid approach may offer the best path forward for resilient, biodiverse and economically viable uplands.Whether managed for grouse or undergoing natural moorland restoration, upland moors are a vital part of the UK’s ecological and cultural fabric. As our understanding of wildfire risk, biodiversity, and rural livelihoods evolves, so too must the conversation about upland management. A future-fit approach will be one that blends evidence, inclusivity, and adaptability, ensuring that these wild, windswept places remain vibrant, valuable, and alive.If you are considering your employment options within the rural sector - whether it be some of the roles I listed above, or forestry and farming opportunities, do reach out so we can discuss them in more detail.Rachel@morepeople.co.ukContact me

As we move further into the second quarter of 2025, UK employers are navigating several important changes to employment law. While the Spring Statement introduced only minimal adjustments, many of the key announcements made during the Autumn Budget have now come into effect. Among the most notable updates are increases to National Insurance contributions, rises in the National Minimum and Living Wages, changes to statutory pay rates, and the introduction of Neonatal Leave and Pay. This blog takes a closer look at these major developments and what they mean for businesses and employees alike.​Increase in National Minimum Wage and Living WageFrom 1st April 2025, the UK saw another rise in minimum wage rates:Ages 21 and over: Increased from £11.44 to £12.21Ages 18 to 20: Increased from £8.60 to £10.00Apprentice rate (ages 16 to 17): Increased from £6.40 to £7.55These changes represent a 6.7% increase for those aged 21 and over, and a significant 16% rise for 18 to 20-year-olds. Additionally, the Real Living Wage, which some employers voluntarily pay, has risen to £12.60 across the UK and £13.65 in London. These pay rises are expected to benefit around 3 million workers and reflect the Labour government’s continued commitment to supporting low-paid workers, a central focus of their 2024 election campaign.​​Rise in Employer National Insurance Contribution:From 6 April 2025, employers saw a rise in National Insurance contributions:1. Main employer NIC rate: Increased from 13.8% to 15%2. Secondary threshold: Lowered from £9,100 to £5,000 per yearThese changes are expected to increase payroll costs by approximately 2% for most businesses. To help mitigate the financial impact, the employment allowance will rise from £5,000 to £10,500 annually, to help offset some of the additional cost from the NIC contribution for employers.Increase in Statutory PayAlso effective from 6th April 2025, the following statutory pay rates have increased:1. Maternity, paternity, adoption and shared parental pay: Up from £184.03 to £187.18 per week2. Statutory Sick Pay (SSP): Up from £116.75 to £118.75 per week3. Maximum weekly amount for redundancy and unfair dismissal calculations: Increased from £700 to £719. These increases are in place to ensure that statutory benefits remain aligned with rising inflation and cost-of-living pressures.​Introduction of Neonatal Leave & PayA key new policy introduced in April 2025 is Neonatal Leave and Pay, following the implementation of the Neonatal Care (Leave and Pay) Act 2023. This new right allows eligible employees to take up to 12 weeks of paid leave if their newborn requires neonatal care for more than seven consecutive days during the first 28 days of life. They will be entitled to one week of leave for each week their baby is in care, up to a maximum of 12 weeks. In this period, they will receive a statutory pay of £187.18 per week or 90% of their average earnings, whichever is lower.Example: Cameron’s baby is born on 1st January and requires neonatal care until 22nd January. The qualifying period starts on 2nd January and runs through to 8th January meeting the seven-day threshold. Since the baby remains in care for three full weeks, Cameron qualifies for three weeks of neonatal leave and pay.​Looking Ahead: The Employment Law Bill (Expected 2026):While April brought a flurry of updates, HR professionals and employers should also keep an eye on what’s ahead. The impending Employment Law Bill of 2026 is set to introduce more family-friendly reforms, including enhanced support for pregnant employees and the long-promised ban of exploitative zero-hour contracts.Another major proposal is the removal of the two-year service requirement for bringing an unfair dismissal claim, a change that could significantly shift the balance of employee rights in the UK.In summary, the changes implemented this April mark a significant step in the government’s efforts to create a fairer and more supportive workplace environment. While these updates require employers to adjust quickly, particularly in payroll and policy, many of the reforms offer meaningful benefits to workers and reflect a broader shift towards employee welfare and security. As a recruitment consultant within the Professional Services industry, covering HR, Finance and Business Support, it is imperitive we stay up to date with regulatory changes, allowing us to navigate the recruiting climate with confidence. If you have any questions, from needing some hiring support, to looking for your next HR role, get in touch!📩 Angus@morepeople.co.uk📲 01780 480 530 We are fortunate to be joined by Jennie Beasley and Oliver Tasker in the MorePeople Offices who will be hosting a training session on Employment Law Updates. If you would like to find out more on this session, click here!​​

​What is YPFF?Young People in Food and Farming (YPFF) is an informal networking group that brings together young professionals working in the food and farming sectors. We host relaxed events across Stamford and the surrounding areas to help young people connect, share ideas, and build lasting personal and professional relationships.Who Can Attend?Anyone under the age of 35 working in the food and farming industry. The group is open to anyone working or living in the Stamford area. Whether you spend one day a week in a local office, or live nearby - everyone is welcome!What’s the Cost?Our events are completely free to attend. There’s no hidden agenda — we just want to provide a welcoming, light-hearted environment for young professionals.Why Was YPFF Created?Through our work with candidates in the industry, we noticed many young professionals living locally were often not surrounded by peers their own age in the workplace. YPFF was created to change that.Networking events can sometimes feel intimidating or overwhelming. Our goal is to create a more casual, enjoyable space where people in similar situations can meet, talk, and feel part of a wider community.How Does It HelpSpeaking from personal experience, I moved to the area for a job and didn’t know many people. Attending a YPFF event early on introduced me to others in the same boat. Some were familiar faces, others were complete strangers - but all were professionals in food and farming.Since then, many of those people have become friends and key industry contacts. We meet for coffee, bump into each other at conferences, and continue to support one another.YPFF events are a great way to:Meet others in similar roles (or discover roles you didn’t even know existed!)Build your network in the local industryNetwork with professionals & turn connections into real friendshipsWhat Kind of Events Do You Run?We like to keep things varied and informal. Recent events include:A Tapas Night at our officeWine Tasting hosted by AdnamsA “Bingo & Buffet” get-to-know eveningA talk and presentation from Andrew Fitzmaurice, our CEO Cocktail makingQuiz nightsWhat Impact Are You Hoping to Make?We know how daunting it can be to move to a new place, especially when starting a career. We want YPFF to help ease that transition by creating real, lasting connections. One of the most rewarding aspects has been seeing familiar faces return to events and build relationships over time.How Do You Choose Speakers, Themes, or Venues?We’re always open to suggestions and strive to keep each event fresh and engaging. Some are hosted in our office, while others take place across Stamford and the surrounding areas. The focus is always on informality and approachability. Looking forward, we’re keen to bring in people from our wider network to host talks and Q&As. We’re also in talks with wider local businesses to see if we can organise something with them.How Do You Keep Events Relevant?We ask for feedback before and after each event via short polls and questionnaires. This helps us tailor events to what attendees really want and keeps the events engaging for both new and returning guests.A Rewarding Moment as the OrganiserAt one of our recent events, I’d recently placed a candidate into her very first role in the industry. She decided to come along, and by chance, a colleague from a different department at the same company was also there. Not just this, another attendee was on their MDS secondment and due to join the same business in a couple of months' time! It was brilliant to see three young professionals from the same company, all at different stages in their careers, connecting at one of our events. They were able to share their experiences, learn more about each other’s roles, and give the rest of us a better insight into their organisation. How Can I Get Involved?​​​​​To register your interest and hear about our next event, sign up here: https://r1.dotdigital-pages.com/p/58OI-G81/ypffwhatsappsignupYou can contact me, Hannah Cuthbert, at any time for questions, queries or just a general chat about YPFF!📩 hannah.cuthbert@morepeople.co.uk📞 01780 480 530📲 View my profile Connect with me on LinkedIn​

​For years, pistachios have quietly held a place in premium confectionery. But today, this once under-the-radar ingredient has become a hot commodity — and it's all thanks to the viral power of TikTok and the unstoppable rise of "Dubai chocolate."If you’ve been keeping an eye on food trends, you’ll have seen the explosion of luxury, pistachio-laden chocolates coming out of Dubai. These indulgent creations — think chocolate slabs stuffed with pistachio cream, gold leaf, and jewel-like toppings — have captivated millions online. TikTok, Instagram, and other platforms have fuelled the frenzy, turning Dubai’s dessert scene into a global aspiration almost overnight.The result? Global demand for pistachios has surged, and supply chains are feeling the pressure. Prices for this already premium nut have skyrocketed, creating fresh challenges for UK chocolatiers, artisan bakers, and manufacturers who rely on pistachios to give their products a luxury edge.Suddenly, what was once a speciality ingredient used sparingly in nougats and gelato has become a mainstream must-have. Producers are scrambling to source enough high-quality pistachios to keep up with the trend, but at a significantly higher cost. And with a tightening supply, many are now questioning whether pistachio-centric products will remain commercially viable in their current form.This trend isn’t just about ingredient cost; it’s a reminder of how rapidly social media can transform consumer demand. What was niche yesterday can become essential tomorrow, and businesses must be agile enough to pivot, source, and innovate at speed.From a recruitment standpoint, we’re seeing growing demand for procurement specialists who can negotiate smartly in volatile markets, and for NPD (new product development) managers who can creatively adapt recipes and product ranges without losing consumer appeal. Businesses are also seeking marketing talent who can ride viral trends, but do so in a way that protects margins and supply chains.At MorePeople, we understand that keeping up with fast-moving trends like the Dubai chocolate craze isn't just about chasing the next big thing — it's about building resilient teams who can predict, adapt, and thrive.If you need help finding the right talent to navigate the sweet—but—increasingly tricky world of food innovation, get in touch. We’re here to help you stay ahead, whatever trend takes off next.

​Who Needs an Executive Assistant?In the fast-paced world of recruitment, business leaders are often pulled in a million different directions. Juggling meetings, emails, and strategic decisions can feel like spinning plates, until one comes crashing down. That’s where an Executive Assistant (EA) steps in. More than just a calendar wizard, an EA enables leadership to focus on what truly matters. If you’re looking to work smarter, not harder, here’s why having an EA is an absolute game-changer.More Than Just a Title - a Strategic PartnerExecutive Assistants (EAs), Personal Assistants (PAs), Operations Coordinators, and even Chiefs of Staff all serve a similar purpose - streamlining operations to maximise efficiency. While job titles may vary, their mission remains the same: keeping business leaders focused on strategic growth while ensuring the business runs like a well-oiled machine.So what can an EA do for you? A skilled EA goes beyond administrative support; they become an essential extension of the senior leadership team. Think of them as your right-hand person, the secret ingredient to a well-balanced workload. Here’s how they add value:1. Managing your time – They screen calls, tame your inbox, and ensure only the most critical matters reach your desk. No more drowning in emails!2. Attending meetings on your behalf – An EA can represent you in discussions, take notes, and relay key insights. It’s like being in two places at once.3. Enhancing weaknesses – No leader is perfect at everything (shocking right!?). Whether it's organisation, communication, or process management, an EA can step in where you need extra support.4. Pushing High-Priority Agendas – Future planning, staff engagement, and company-wide initiatives stay on track with their help.Time is Money - LiterallyLet’s be real: Business leaders are the highest-paid employees in an organisation, meaning their time is the most expensive. If they’re buried in admin tasks instead of focusing on growth, the company is losing money. While the work of an EA is absolutely vital, it’s about optimising efficiency, ensuring the leadership team is driving strategy instead of getting bogged down in logistics.Short-Term Pain, Long-Term GainI know what you’re thinking, it’s tempting to handle tasks yourself because, at that moment, it feels faster than explaining them to someone else. But every time you choose to do it alone, you miss an opportunity to free up your future time. Investing in an EA isn’t just about offloading work, it’s about creating a system where things run smoothly without your constant input. A little time spent delegating and training now means gaining back hours (or even days) in the long run. The more you empower your EA, the more they can take off your plate! A Fresh PerspectiveFor me, stepping into the world of recruitment has been a shift, but it’s also been an opportunity. I bring an outside perspective, offering insights into processes, efficiency improvements, and best practices. My background allows me to introduce fresh, innovative solutions that benefit the entire team - sometimes, a new set of eyes can make all the difference.The Bottom LineFor recruitment leaders and, honestly, leaders in any industry, hiring an EA isn’t just about lightening your workload. It’s about working smarter, maximising your time, and building a more efficient, forward-thinking business. In an industry where agility and relationships are everything, having the right support system in place is what keeps you ahead of the competition.So, work smarter, not harder - invest in an Executive Assistant, and watch the magic happen!​​​​