Food & Drink Recruitment Trends for 2026: What’s Shaping the Industry’s Workforce Future
The UK food and drink industry enters 2026 in the midst of rapid change.
As one of the nation’s largest manufacturing sectors, employing over 430,000 people, it continues to feel the combined impact of economic pressure, technological advancement, and evolving workforce expectations.
At The Oval Partnership, we work closely with businesses across the sector, from manufacturing and logistics to NPD and commercial leadership, and our latest insights reveal several key recruitment themes defining the year ahead.
1. Labour Shortages Continue Across the Food System
Despite signs of stabilisation in parts of the economy, persistent labour shortages remain a defining challenge for food and drink employers.
Vacancy rates in manufacturing are still significantly higher than the national average, from line operatives and engineers to quality assurance staff. The reliance on experienced technical and production professionals means many roles remain difficult to fill, especially outside major cities.
Employers are increasingly looking to diversification, flexible shift models, and internal development programmes to retain valuable talent already in place.
2. Skills Gaps at Every Level - From Shop Floor to Technical Specialists
The skills conversation has shifted beyond entry-level recruitment. Businesses are now grappling with high-demand positions in both low-skill and high-skill categories.
Engineers, supply chain technologists, and food technologists with strong digital and automation capabilities are among the most sought-after hires of 2026.
As industry 4.0 systems become standard, there’s growing emphasis on data literacy and cross-functional collaboration, blending operational know how with digital adaptability.
3. Seasonal and Migrant Workers: Still Essential to Supply Security
Seasonal programmes remain vital, particularly within the horticulture, poultry, and fresh produce sectors. Migrant labour continues to fill essential gaps where domestic interest remains limited, especially in physically demanding or rural-based roles.
Industry leaders are calling for clearer long-term workforce planning in government policy to maintain stability in these critical segments while encouraging more local participation through better career pathways and training visibility.
4. Automation and AI Reshaping Talent Needs
Automation, robotics, and artificial intelligence are no longer future-facing themes, they’re here, and redefining workforce requirements.
To offset labour gaps and improve efficiency, manufacturers are investing heavily in smart systems, predictive maintenance, and robotics.
However, this transformation introduces a new challenge: attracting and developing skilled workers capable of managing and optimising this technology.
Recruitment now focuses not only on technicians and engineers but also on hybrid professionals who bridge traditional production with data-driven decision-making.
5. Employer Branding and Candidate Experience Take Centre Stage
With competition for specialist talent intensifying, employers are rethinking how they attract and retain people.
A well-articulated employer value proposition (EVP) focused on culture, flexibility, and professional development is increasingly vital. Businesses that personalise hiring processes and invest in their recruitment brand are standing out, particularly in leadership and technical recruitment.
Candidates today evaluate potential employers for more than salary and job security; purpose, sustainability, and visibility around development opportunities now shape decision-making just as strongly.
6. Growth in Strategic and Leadership Hiring
Across food manufacturing and supply chain businesses, we’re seeing a distinct pivot toward senior and strategic appointments.
Organisations are prioritising talent in areas that will strengthen long-term resilience, operations leadership, R&D, quality assurance, technical management, and continuous improvement.
Many businesses are building for the future by investing in succession pipelines and proactively targeting leaders capable of navigating volatility and transformation.
7. Sustainability, Compliance and Regulatory-Driven Recruitment
Sustainability is no longer a “nice-to-have” competency, it’s a core compliance requirement. New UK regulations, including HFSS restrictions in Scotland and Wales and deforestation-related reporting, are amplifying demand for sustainability officers, compliance managers, and quality assurance specialists.
This regulatory shift is also creating opportunities for food businesses to align sustainability with brand integrity, customer trust, and long-term competitiveness.
8. A More Competitive Candidate Market
Interestingly, while businesses still struggle with hard to fill vacancies, candidate activity has also increased. More jobseekers are exploring multiple offers, and employers are becoming more selective.
This means clear communication, fast decision-making, and authenticity are more valuable than ever during hiring.
For both clients and candidates, the recruitment process has become a true two-way conversation, built on trust and transparency.
Looking Ahead: Building Future-Proof Talent Pipelines
In 2026, success in food and drink recruitment will depend on foresight and flexibility. Organisations that balance investment in technology with investment in people, nurturing both existing teams and new capability areas, will be best placed to lead the next phase of industry evolution.
At The Oval Partnership, we partner closely with food and drink organisations across the UK to secure the leadership and specialist talent they need to thrive in a rapidly changing world of work.
If you’d like to explore how these trends might impact your business or discuss strategic workforce planning for 2026, please get in touch with our team.
