Peninsula Group, HR and Health & Safety Experts
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Peninsula Group, HR and Health & Safety Experts
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The agricultural sector is constantly evolving to meet demands around them. Consumerism, climate issues, technological adoption… These are just some of the issues farm businesses are tackling – alongside their respected human resources.
Employers look to their HR teams to stay on top of any issue relating to their staff, workplace, and legal obligations. Whether you’re a small family-run farm or a larger estate, HR management is a must.
Any evidence of negligence or legal breach can swiftly lead to hefty costs to your farming business. Serious ill-health, land repossession, and even criminal prosecution in certain cases are just some consequences that could occur.
For more information on HR in the farming industry, speak to one of our expert HR advisors today. Now, let’s look at ways employers can improve their HR services to encourage success in their agricultural business:
The farming industry is arguably one of the most challenging places to work. Long hours, tough terrains, unpredictable weather – these don’t exactly help appeal to potential candidates. That’s why agricultural businesses suffer from labour shortages all year round.
According to UK government statistics, staff recruitment has increased by 1.5% in 2024. However, the total numbers of people decreased by 2.6% from the previous year. HR departments are tasked with finding individuals who, not only fulfil skills and labour gaps, but can help initiate business growth.
Let’s look at ways agricultural HR teams can help improve their businesses:
Recruitment: HR teams need to go beyond traditional recruitment methods and broaden their strategies. A great way to tap into a wider talent pool is through offering internships, collaborating with farming agencies, and partnering with educational institutes.
Development opportunities: Exceptional workers who regularly perform well are worth investing in. Farming businesses should offer them means to develop their skills-set, qualifications, and even status. These employees will reciprocate their appreciation through loyalty, respect, and hard work.
Transferable skills: It’s worth seeking candidates with transferable skills from other industries linked to agriculture. Great examples of this would be engineering, IT, and environmental sciences. Think of all the creativity and innovation bound for your farming business.
Most farmlands are usually located in quiet, desolate locations, miles away from neighbouring villages and even civilisation. Whilst this type of rural isolation might seem like heaven for some, it often proves a struggle for people to arrive there.
Workers may struggle with commuting, especially if there’s a lack of regular transport or onsite accommodation according to studies by the University of Exeter. This geographical element becomes a huge burden for HR teams to overcome when attracting potential candidates.
Let’s look at ways agricultural HR teams can help improve their businesses:
Flexible working: Not all farming jobs require workers to remain knee-deep in mud... If it’s suitable for your roles, why not offer them flexible or remote working options? Not only does it broaden your talent pools, but it also evokes a well-balanced working relationship for both parties.
Work travel: If your farming estate is particularly far away from residential areas, why not offer transportational means for your staff. Set up a shuttle-bus to ferry workers to and from the farm. You could even provide company vehicles (for those with suitable qualifications).
Work accommodation: If you have the capacity, set up on-site accommodation as a staff incentive. Rent arrears can be made through pay deductions or as separate transactions. Rural living and nature connectivity can be vastly appealing to the right candidate; so, make sure it’s clearly advertised through your marketing and branding.
According to government statistics, 2024 provided the second worst harvest year for England in history. Not only did we face unpredictable weather issues, but the aftermath of Brexit is still very much present in the agricultural industry.
These issues have become more treacherous for farmers who rely on seasonal workloads. Their productivity is imminent and timed. Without the right labour numbers, they risk facing unharvested crops and hefty financial losses.
Let’s look at ways agricultural HR teams can help improve their businesses:
Short-working time: Create a reliable network of farm workers who are available for short-working time. Your HR teams should maintain a strong working relationship with them. That way, they’ll more likely return for future seasonal work placements.
Labour shortages: Brexit and the end of the UK’s free movement in Europe have led to huge labour shortages in sectors like agriculture. But farmers can’t afford to sit around, waiting for political change. Instead, invest in home workers by offering suitable wages or incentives to help encourage seasonal retention.
Repurpose crops: Staff shortages can leave farmers with an abundance of unharvested crops – causing serious financial losses. Try repurposing your produce into juices, broth, soaps, even animal feed. Remember, sustainability doesn’t just relate to the environment, it applies to your business, too.
It’s fair to say that farm life might not be ‘the vibe’ with the younger generation today. According to government statistics, only 5% of workers in agriculture are under the age of 35. Despite what the numbers say, your HR teams shouldn’t disregard this invaluable demographic.
Farming businesses should find ways to attract younger candidates. From promoting sustainability to providing lifelong careers – your HR department needs to appeal to the interests and aspirations of the younger working generation.
Let’s look at ways agricultural HR teams can help improve their businesses:
Outreach programs: Tap into areas like outreach programs, career fairs, and social media platforms to find potential young farming staff. Not only does it modernise your HR management processes, but you’ll get to meet enthusiastic young candidates with a genuine passion for agricultural work.
Sustainability methods: A huge demographic of the younger generation is personally interested in environmental sustainability and climate issues. Farming already plays a huge role here. Initiate specialised sustainability practices and projects for them to get involved in.
Technological advancements: Farming businesses shouldn’t sit on the colossal impact of digitalisation. There’s more to technology than just automating your HR services (although this is a must in 2024!) It’s about advancing your farming tasks and output to fit your business and the upcoming generation.
From dangerous equipment to disease control, there are endless health and safety issues found within the farming industry. In fact, the Health and Safety Executive state annual cost of injuries and ill-health in agriculture amounted to over £103 million last year.
It falls to farmers and their HR department to ensure all legislative compliance is followed within the business. Why not speak to one of our expert HR consultants today for more help navigating around agricultural legislation.
Let’s look at ways agricultural HR teams can help improve their businesses:
Employment law: It doesn’t matter if you work on a farm or in the office. Employees have access to the same fundamental employment rights across all industries. From fair wages to discrimination protection – HR teams need to ensure statutory rights are applied, along with any legal obligations that fall to farm owners.
Health & Safety compliance: Farming work raises all kinds of safety hazards and risks, potentially leading to serious ill-health (even fatalities). HR teams must ensure all appropriate health & safety compliance is followed. That includes vast work areas, like workplace practices, policies, and paperwork.
Environmental standards: Farms often face additional pressures and sanctions related to environmental issues. Some of the most common ones include sustainability practices, carbon reduction, and animal welfare. HR teams must strive towards meeting any legislative responsibilities and regulations that fall on the business.
Agricultural work is not for the faint-hearted. The long hours, intense labour, and demand burdens can cause serious strain to personal health and wellbeing. In fact, the Farm Safety Foundation found 95% of farmers under 40 suffer from poor mental health.
Stress and fatigue might be manageable in sedentary jobs; but they can lead to fatal errors on farm worksites. That’s why occupational health is a key area which HR teams must protect to promote a healthy and happy workforce.
Let’s look at ways agricultural HR teams can help improve their businesses:
Work-life balance: Understandably, farming life is a 24/7 responsibility. But that doesn’t mean your staff are expected to remain on-call around the clock. HR teams must emphasise the importance of a healthy work-life balance. Invest in wellness routines, counselling sessions, and even switching off practices.
Statutory rights: Ensure staff have access to their statutory rights, especially ones that protect their health and wellbeing. This includes setting reasonable working hours, taking regular breaks, and ensuring statutory leave rights are applicable for those eligible.
Occupational health: Life on the farm might seem tranquil to some – but it can involve heavy, laborious work. HR teams must ensure their staff are physically healthy enough to work, without facing impacts to their personal health. Farmers’ mental health is also a serious issue to tackle; where impacts can leak onto the workforce respectfully. That’s why prioritising health and wellbeing is a must in the farming industry.
Agriculture HR is tricky to navigate around. But when it’s done right, you’ll be able to shift your focus on matters closure to heart – and that’s the wellbeing of your farming business and workforce.
Peninsula offers expert advice on agricultural HR. We offer specialised guidance with HR contracts and documentation – ensuring your farming business meets all its HR obligations and compliance. Want to find out more? Contact us on 0800 028 2420 and book a free consultation with one of our HR consultants today.
Agricultural Workforce in England at 1 June 2024 | GOV
Farm Labour in the UK | University of Exeter
Production Estimates for 2024 | GOV
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