Why upskilling existing workers must remain central to Northern Ireland’s food and drink skills strategy

By Louise Cairns, CEO, National Skills Academy for Food & Drink

Skills policy is most effective when it reflects the realities of the workplaces it is designed to support. For Northern Ireland’s food and drink manufacturers, those realities are clear: businesses are managing persistent skills shortages, an ageing workforce and increasing demand for higher technical capability across production, engineering, quality, compliance and leadership roles.

That is why the recent decision to remove ApprenticeshipsNI funding eligibility for existing employees is such a serious concern. Apprenticeships should not be seen only as an entry route into employment. In food and drink, they are also one of the most practical and proven ways to help people already in work progress into skilled technician, engineering, supervisory and future leadership roles.

A large food business with four sites in Northern Ireland said,

"This decision feels like yet another barrier for the food industry. While we absolutely recognise the importance of attracting new entrants into our sector, there must also be recognition of the value that apprenticeships bring in upskilling and retaining existing employees. Removing that opportunity risks limiting progression for committed colleagues and undermining the long-term development of the workforce."

If we want a more productive, resilient and competitive food and drink sector, we need skills pathways that support people throughout their working lives. Focusing only on those entering employment risks overlooking the people already contributing to our businesses today - the operators who can become technicians, the team leaders who can become supervisors, and the experienced employees who can help businesses adopt new technologies and improve performance.

On behalf of the National Skills Academy for Food & Drink, I have written to the Minister for the Economy to express our serious concern about the change and to ask the Department to reconsider the removal of funding for existing employees. We have also asked for clarity on the implementation timetable, eligibility criteria and transitional arrangements, and for protection for employers who have already planned apprenticeship enrolments for existing staff.

Just as importantly, we have called for urgent engagement with industry representatives to explore practical alternatives. Employers, Sectoral Partnerships and organisations working closely with industry should be part of decisions that affect workforce development. Businesses have invested time, confidence and resource in apprenticeship routes; they need certainty, consultation and solutions that support both new entrants and existing employees.

Northern Ireland cannot meet its skills challenges by treating workforce development as a one-off intervention at the start of a career. Lifelong learning, progression and retention must be part of the same conversation as recruitment. NSAFD will continue to work with employers, training providers and sector partners to evidence the impact of this change and to press for skills policy that supports the long-term needs of the food and drink workforce.

If this change is likely to affect your business, we encourage you to review your planned apprenticeship activity, speak with your training provider and share your insight with NSAFD. Employer evidence will be important in showing why continued investment in existing workers matters for productivity, resilience and growth.