At our “Recruitment and Labour in UK Fishing and Seafood” event on 2 April 2025 we heard from a range of panellists from the catching and processing sectors, alongside public and civil society organisations who together explored challenges surrounding recruitment and labour facing the sector. During the event, our panellists offered insights into the scale and nature of the challenges facing the industry and wider sector, alongside efforts underway and needed to tackle these – from sector appropriate training schemes to visas, and measures to safeguard the welfare of those working in the sector, and ensure the industry offers a viable career for the next generation.
Attendees heard from:
Neil McAleese, Head of Industry Workforce Issues, Seafish
Juliette Hatchman, Chief Executive, South Western Fish Producers’ Organisation (SWFPO)
Andrew Brown, Director of Sustainability and Public Affairs, Macduff Shellfish and Chair, Scottish Seafood Association
Chris Williams, Fisheries Section Coordinator, International Transport Workers’ Federation (ITF)
Mike Park OBE, Chief Executive, Scottish Whitefish Producers’ Association (SWFPA)
Matilda Phillips, Coordinator, The Young Fishermen’s Network (YFN) and Chris Ranford, Chief Executive, Cornish Fish Producers’ Organisation (CFPO)
A full recording of the online event can be found here:
Following the presentations, Parliamentarians and attendees put their questions to the panel. Questions were also collated ahead of the meeting. Written summaries of all comments, questions and answers are provided below. Please note that these reflect the view of the panellists and speakers, rather than the APPG Secretariat or its Members.
cOMMENTS AND QUESTIONS FROM MPS
In my constituency, which includes Fleetwood – where fishing would have been historically important but today this is largely dominated by processing, there are challenges surrounding recruitment and training of new fish filleters. From an employer’s perspective, it is costly to train apprentices, especially on account of the loss of fish entailed, which is expensive. We heard today that AI could potentially fill processing gaps in the future, which is worrying and may pose a barrier to encouraging young people to develop this skill, as one that could be taken with them through their careers. Though the pay for filleters has improved, if there is only a ten year window where this skill will be useful, before it is replaced, how do you encourage young people to take that on? (Lorraine Beavers MP)
Andrew Brown outlined that in the absence of a workforce, AI was an alternative – the reason that the processing sector would go down the AI route would only be in the absence of workers. If the sector had access to labour there would be no reason not to carry on with human labour. Workers, he said, are adaptable and keep developing. However, the current recruitment crisis facing the sector meant the sector was looking at AI as a potential alternative.
Picking this theme up from the perspective of the catching sector, Mike Park noted that several speakers had made presentations relating to the recruitment of non-domestic labour. He relayed, however, that the industry had not given up on domestic labour. Reflecting this, the Scottish Whitefish Producers’ Association are building new premises in Fraserburgh, and are looking to tie back to colleges and schools, run cultural awareness classes for skippers, English classes for crews, and run a two week introduction course for potential entrants to the industry. He noted, however, the challenge with a non-domestic crewing structure related to the crew of tomorrow – and the need to find a way to get people into the industry that could act as skippers for future generations.
I recently submitted a question to the Prime Minister relating to the challenges facing the fishing industry. The response indicated a full understanding of the labour challenges facing the sector – which in line with the presentations today are clear. With this understanding, it is not difficult to see that criticising the industry for having undocumented workers, and at the same time making it difficult for the industry to recruit labour is an issue. Painting the whole industry with the same brush when it comes to welfare abuses is also an issue. The interdepartmental nature of challenges – for instance, surrounding visas, requires cross-party engagement with the Home Office to try and resolve some of these issues. (Seamus Logan MP)
Agreeing with Mike Park’s summation concerning the desire to attract domestic crews, Juliette Hatchman noted that the use of migrant workers was viewed by industry as a short- to medium-term option. On the back of this, and in line with the comment from Seamus Logan MP, she queried why the Government was making this lever so difficult for the industry to access. Hatchman noted engagement with both Defra and the Home Office on the issue relating to the requirements for skilled workers, stating those requirements were not fit for purpose for the fishing industry. While this lever was viewed as a short-term solution by industry, she spotlighted that ultimately the industry needed skippers of the future, and increased investment in domestic recruitment and related initiatives.
Andrew Brown added that with the previous Government things had been especially difficult on the question of visas. However, there was a sense of hope and enthusiasm that there was more possibility on this front with the new Government. For instance, the Youth Mobility Scheme might be helpful, including to the processing sector.
Chris Williams welcomed many of the comments that had been made, and agreed that headlines relating to specific cases were not a fair reflection of the industry as a whole. That said, he stated there were problems to tackle that, from his perspective, the previous Government had wanted to turn a blind eye to. The subsequent knee-jerk response had made things worse for the sector. Succession planning in this regard remained absent, he said.
Wage increases to the Skilled Worker visa were detailed as an issue, and Williams suggested that had this remained at the initial rate many of the processing vacancies in Scotland could potentially have been filled. The speaker noted that, relative to other fleets around the world, the UK is a preferable destination for fishers. However, in the absence of fair and equitable treatment, where workers can either earn a share or have a visa that gives the same rights and protections that every worker should have, this wouldn’t work. Having three different ways of employing and paying people was not a long-term strategy.
As part of the meeting’s discussion, David Hammond (Executive Director, Human Rights at Sea International) detailed a recently completed worker voice survey in Northern Ireland by HRASi, investigating the current narrative of systemic exploitation of foreign crews. With a report forthcoming and based on a sample size of 92%, he highlighted that over the course of that work a hostile environment was not found. An imbalance in the narrative surrounding this issue, however, was. Fishermen want to go to sea, and they are going to defend themselves against media portrayals that this is a systemic issue, he said.
Agreeing with Mike Park and Chris Williams, Hammond continued by outlining that HRASi had found that within the origin country, rather than in the UK, debt bondage by agents and illegal recruitment fees were potentially systemic issues. However, the survey had not found systemic issues in Northern Ireland. A variation in contract, linked to Skilled Worker visas, and crews on this type of visa that would not meet the English language requirement had been uncovered, and this had been put to the Home Office for investigation.
Adding to this, the speaker highlighted that one of the main findings of the survey was that skippers were a critical vulnerability point, and remained outside of the frame. The pressure on skippers was a serious issue which needed to be addressed with support – not only physical and financial, but with mental health support also.
QUESTIONS FROM ONLINE ATTENDEES
How have regulations such as minimum age requirements for going to sea affected traditional recruitment to the industry, in your experience?
Juliette Hatchman indicated that minimum age regulations had significantly impacted traditional recruitment paths in the fishing industry by limiting early entry and altering workforce dynamics. Previously, young people gained hands-on experience at sea, often learning from family or local crews at weekends and in their school holidays. However, modern regulations set a minimum working age for seagoing fishing vessels, reducing opportunities for young entrants to develop practical skills before reaching legal working age. As a result, fewer individuals pursue fishing as a career once eligible.
Hatchman added that this issue was compounded by a shift towards formal training over informal, experience-based learning. With 50 per cent of young people entering higher education these days, coastal communities face a skills drain as many move inland for university rather than training in the fishing industry, she said. Whilst regulations aim to protect workers under the age of 18 from hazardous conditions through additional risk assessments and health surveillance, they also introduce administrative burdens for vessel owners, discouraging some from hiring young recruits.
Mike Park, on the other hand, outlined that the age limit had not had a sizeable impact for their boats and the fisheries with which he works. He highlighted that the issue was more general and impacted by the fact that fewer and fewer school leavers want to enter ‘dirty’ sectors such as, but not limited to, fishing. He outlined additional factors relating to the uncertainty of the work both in terms of time away from home, but also around income fluctuation etc.
Competition with land based employment was cited during the meeting. Also highlighted was competition from offshore industries such as the expansion of offshore wind. Is this something the sector has experienced as a factor affecting recruitment?
Andrew Brown indicated that this was certainly the case in North East Scotland. With Aberdeen being a major oil and gas, and now renewables hub, there are plenty of jobs with good salaries to attract workers from around Aberdeenshire. At 2.1% unemployment is low in this area, and less than half the UK average.
Mike Park echoed this, stating that, in his experience, many who complete their mandatory courses often move into other marine sectors with offshore wind being the most attractive currently, or fish farming in the West of Scotland.
A similar experience was relayed by Juliette Hatchman who stated that competition from land-based jobs and offshore industries like wind energy were most definitely factors affecting recruitment in the UK fishing industry. Many young people prefer land-based employment due to more predictable working hours, less time away from home, and reduced physical demands, even though fishing can offer higher earnings. Offshore industries can provide these benefits plus stable wages, pensions, and career progression, making them a more appealing choice.
Hatchman continued by spotlighting the role of negative media coverage of fishing and fish stocks – which, she said, was a factor in fewer young people from coastal communities considering fishing as a viable career. Exacerbating this, the expansion of offshore wind energy was displacing fishermen from traditional fishing grounds, forcing some vessels to operate farther from home ports, resulting in longer periods at sea away from family and adding further challenges to recruitment.
The rule of thumb is that one fisher at sea supports 7-15 people ashore. This only applies to fishers that live in the country and get involved in local communities. Is there scope (or a case to be made) for visas that would allow for fishers to come over with families (as with student visas)?
Mike Park outlined that the Skilled Worker visa currently allows someone to come with their dependents up to three years initially, with the possibility of extension to five years, and then permanent residency.
Chris Williams highlighted that while this is the case for the Skilled Worker visa, it is not so for a Transit Stamp, which is neither a visa nor work permit, meaning it leaves migrant fishers vulnerable, and without UK employment rights..
Andrew Brown noted that previously non-domestic fishermen’s partners worked in seafood processing plants. He added that the case was that though the UK has a healthy, abundant renewable food source on our doorstep, the industry lacks the manpower to optimally utilise and process that resource. The solution, he stated, required a coordinated approach across the value chain from catchers, through processors, retailers and markets.
We heard of initiatives aimed at improving domestic recruitment – such as the Apprenticeship Scheme. Could you speak to any additional targeted initiatives or schemes to improve domestic recruitment and support the long-term viability of the sector?
Neil McAleese detailed that Seafish have developed and delivered an Introduction to Commercial Fishing (ICF) course. In its current iteration, the course is fifteen days long and covers four of the mandatory qualifications that are required to work in fishing. The fifth course is only available after a minimum of six months working in the industry. This course also allows fishers to obtain an ENG1 medical which is required to go to work at sea, and provides PPE on completion – effectively removing as many barriers to entry as possible. There are a number of Seafish Approved Training Providers delivering this course across the UK.
McAleese further outlined that Seafish is also developing a five-day deckhand preparation course, essentially a mini-ICF which reduces the commitment on all parties, and gives candidates their medical and two of the four courses which allows them to go to sea for the first 3 months, in order to get sea experience and see if they like working in the sector. They will also be able to return to finish their other qualifications in time, after a successful sea trial.
Further initiatives spotlighted included:
The Diploma in Commercial Fishing offered by Whitby Fishing School
Seafood Cornwall Training are looking to deliver a 10 day commercial fishing course.
Seafish are targeting those returning to civilian life from the armed forces with publications in Pathfinder International magazine and editorial coverage.
There is an ongoing DEFRA UK seafood careers project underway looking at how to encourage entrants into seafood careers.
East Coast Maritime Training, retired in March, were previously delivering an introduction to maritime industries course which included fishing, they also delivered Seafish ICF.
South Devon College Fisher Apprenticeship.
Juliette Hatchman relayed that having just completed the Fisher Apprenticeship pilot project aimed at addressing challenges within the traditional apprenticeship model, SWFPO are now exploring alternative initiatives to improve domestic recruitment. The pilot highlighted that the current apprenticeship structure lacked the pace and volume needed to address the commercial fishing skills shortage in the short- to medium-term.
Additionally, she said, it became very clear that many small fishing operators struggle with the financial and time demands required to support apprenticeships under the existing model. To better meet their needs, more flexible and tailored recruitment and training solutions are required, rather than forcing the industry into a rigid framework. One potential alternative being considered is Fishing Skills Bootcamps, which would provide training for new entrants without requiring formal employment, making participation more accessible.
Has there been any measurable progress in encouraging young people from the UK to pursue careers in the fishing industry?
Matilda Phillips noted the success of work with Seafish and Seafood Cornwall on the Young Fishermen’s Network (YFN) school career days could be measured. The days are geared at encouraging school children to sign up to the YFN’s commercial fishing taster days, ask any questions they may have, and learn general skills. From here individuals can participate on a three week sea fishing course, and are provided with a route to industry. As a measure of success, Matilda highlighted that there were individuals within the YFN who had entered the industry in this way.
Neil McAleese highlighted that the Introduction to Commercial Fishing Course had delivered 89 new entrants in its first year, 248 in its third year, and 334 in its fifth. Seafish are currently surveying to see how many continue to work within the industry.
What would be the one thing you would change to encourage more people to take up a career in commercial fishing?
Andrew Brown stated that, from his perspective, he didn’t think there was one single thing. Certainly all government efforts to encourage the number of people into work were supported. However, he highlighted the reality that different contexts have different issues – in the North East it is competition with better paid alternative work, for the Highlands and Islands it’s about rural depopulation and infrastructure. That said, a common theme across this issue was the relatively poor public perception of working conditions and status of working in seafood processing. This needs to be addressed.
Noting the complexity of the issue, Mike Park indicated that a move to an employed rather than self-employed labour structure would be beneficial. Currently, most domestic fishermen are without a guaranteed income or paid holidays etc. – which are standard, taken-for-granted work conditions for many shore-based workers.
Neil McAleese detailed education around fishing at school level, and the importance of ensuring that careers advisors don’t talk down the industry. Highlighting that for many coastal communities a job in fishing can be lucrative, rewarding, and part of the way of life, the reality, he said, was that there are plenty of opportunities to get into fishing, but the messaging by third parties was often negative – and this needs to change.
Spotlighting welfare, Chris Williams felt equal treatment regardless of nationality – for example, equal pay for equal work was key. Bringing all those working as crew under the one system – either all under a share system, or all as employees with the related elements that come with this in terms of tax and national insurance.
Highlighting that fishing is a demanding career, both physically and mentally, and not suited to everyone, Juliette Hatchman stressed that to ensure new entrants gain first-hand experience, they should be allowed a trial period before committing fully. During this time, she said, a grace period on mandatory certificates – such as medical certificates – would remove financial barriers, and prevent potential recruits from being deterred by upfront costs before deciding if it is a career they wish to pursue. This approach would also help filter out unsuitable candidates, improving retention by ensuring those who stay are fully prepared for the realities of the job.
FUTURE appg support
As part of the meeting’s discussion, Jimmy Buchan (Chief Executive, Scottish Seafood Association) noted that the speakers had provided wide and varied coverage of the recruitment and labour challenges across the catching and processing sectors. He expressed hope that the sector could continue to gain support from the APPG on this issue, to ensure that the fishing fleet could remain at sea, working in safety. And that the processing sector could also thrive. Buchan stated that the current situation was crippling both the catching and processing sectors, and that there was a need to ensure that all boxes were being ticked, and ticked correctly. He felt this had been communicated.
Tina Barnes (Impact Director, The Seafarers’ Charity), who was also in attendance, noted with interest the initiatives that had been covered as part of the meeting. With respect to the Fisher Apprenticeship Scheme in particular, which had been part-funded by The Seafarers’ Charity, she acknowledged it was somewhat disappointing to end up with only two completions. She added, however, that there were lots of learnings to take away and help shape a reformulation, which was very positive. Noting issues surrounding the exploitation of migrant crews that had been discussed were challenging, she concluded by stating that a decent standard of work should apply to everyone.
APPG Co-Chair Melanie Onn MP thanked everybody for their contributions. Highlighting that these were not new issues facing the industry, and noting the geographic nature of and sector specific ways these were felt she spotlighted initiatives underway within her constituency, which includes Grimsby, with respect to promoting and developing processing as a career with local universities to upskill workers and put them on a career path in what is an international manufacturing industry.
The Chair continued by noting the excellent examples that had been outlined during the meeting of efforts to improve things. Here both the openness to broadening the traditional recruitment net and the work underway in terms of industry-led efforts to tackle challenging welfare issues were highlighted. With respect to the latter, it was acknowledged that solutions here however would likely be sector specific – and what worked for the large-scale fleet, may not directly translate to the inshore fleet, for example.
Closing the meeting, the Chair noted that the key themes of the discussion would be summarised, and would support the APPG to take up and support addressing these challenges in terms of policy development. Acknowledging that these processes are not quick, the Chair indicated that the Group was committed to progressing these issues. To this she added that the YFN showcased the vibrant, future-facing and community aspects of the industry – and this was something that the sector could offer.