How apprenticeships help food and drink organisations develop resilient workforces

JGA Group were published on The Institute Food Science and Technology, Volume 40, Issue 2, June 2026. Read below to gain Stephanie Umebuani’s insights.

Building skills through apprenticeships

The UK food and drink sector remains one of the country’s largest and most vital industries – spanning primary production, manufacturing, retail, hospitality and export. It is also one of the most complex. Regulatory scrutiny, sustainability expectations, digital transformation and shifting consumer demand are all reshaping how businesses operate.

food on fork

For many teams within the sector, the most significant constraint on growth and resilience is skills. Workforce development has therefore moved from being an HR function to a board-level strategic priority.

Apprenticeships, historically associated with entry-level or trade roles, have additionally evolved into a powerful mechanism for structured, funded and workforce-aligned professional development. They offer a practical solution to both recruitment challenges and capability gaps within the food and drink industry.

The apprenticeship landscape

Modern apprenticeships combine paid employment with structured, government-recognised training. Apprentices work in a real role while developing defined knowledge, skills and behaviours aligned to nationally approved standards.

In England, there were 353,500 apprenticeship starts in the 2024/25 academic year, with 761,500 learners participating overall. Today, apprenticeships span several hundred occupations across 15 technical routes and operate across all major UK industries, reflecting a significant evolution from traditional craft and trade roles to include business, digital, leadership and a wide range of professional services fields.

For employers, the outcomes are particularly relevant. Around 90% of apprentices remain in employment after completing their programme, reinforcing apprenticeships as a long-term talent investment rather than a short-term training initiative.

For food and drink businesses, apprenticeships provide a structured route to build capability internally while strengthening retention.

Why apprenticeships matter for food and drink organisations

Within food manufacturing and processing, apprenticeships are often associated with production, engineering or technical roles. These remain critical. However, capability gaps frequently exist in adjacent areas that directly influence commercial performance and long-term sustainability.

These include:

  • Technical sales and key account management
  • Product and brand marketing
  • Digital communications and stakeholder engagement
  • Business administration and operational coordination
  • Service design and organisational transformation

As consumer scrutiny intensifies and supply chains grow more transparent, the ability to communicate clearly and responsibly about ingredients, sourcing, sustainability and product integrity is increasingly vital. Apprenticeships in marketing, communications and business functions can therefore complement technical teams and support integrated organisational performance.

Organisations are increasingly recognising that technical capability alone is not sufficient to compete in a rapidly evolving market. Cross-functional capability is becoming essential:

  • Technical professionals must engage with customers, retailers, regulators and consumers
  • Commercial teams must understand sustainability claims, product integrity and traceability
  • Digital communication and community management now shapes brand reputation and stakeholder trust

Key benefits include:

  • Broadening access to talent beyond traditional graduate recruitment channels
  • Supporting diversity, equity and social mobility objectives
  • Enabling employers to shape skills around real operational requirements
  • Strengthening engagement and loyalty through structured progression pathways

Funding support structures make apprenticeships accessible regardless of company size. Employers who pay the Apprenticeship Levy can utilise existing funds to cover training costs, while non-levy-paying organisations typically receive 95-100% government funding towards apprenticeship training.

In addition, employers may be eligible for up to £6,000 in government incentive payments, depending on the apprentice’s age, employment status, eligibility criteria, and employer size.

To read the full blog head to The Institute Food Science and Technology, Volume 40, Issue 2, June 2026: https://academic.oup.com/fst/article/40/2/58/8713141

Written by Stephanie Umebuani.