A recent survey conducted by the Irish Farmers Journal of 80 professionals working across Ireland’s agri food sector paints a picture of a competitive jobs market, evolving employee expectations and a workforce that is both highly educated and increasingly ambitious.
A strong 81% of respondents said they believe the agri food sector is currently competitive for jobs, with 19% selecting otherwise.
Despite wider economic uncertainty, opportunities remain apparent.
The survey sample reflected an equal split of male and female respondents, pointing to good gender balance currently working across the industry.
Company size among respondents varied significantly. The largest group of 46% worked in small companies employing fewer than 50 people, while 34% were employed in large organisations with 200 staff.
This spread demonstrates that the insights were gathered from across a wide spectrum of agri food businesses, from SMEs to major employers.
Employee movement has been notable over the last two years. Of those surveyed, 39% had moved jobs during that period, while 61% remained with their current employer.
For those who made the move, the primary motivation was securing a different role (44%), suggesting that career development and diversification are key drivers.
Salary opportunities came next at 19%, followed by a better work-life balance at 16%. Location influenced 9% of respondents, while 12% selected other reasons.
Even among those who have not changed roles in the last two years, movement is on their minds. When asked if they plan on moving roles in the near future, 41% responded yes, while 59% are happy to stay put in their current role.
Salary satisfaction is another important factor. More than half of respondents (56%) said they are not happy with their current salary, compared to 44% who are. Of those dissatisfied, a significant 81% are seeking an increase in the next year. This suggests employers may face growing pressure around remuneration if they wish to retain talent.
A positive from the survey is that 86% of employees don’t plan on emigrating, with 14% exploring opportunities outside of Ireland. This indicates that while competition for roles may be high, the majority of talent intends to remain within the country.
Progression and flexibility
When asked about their number one priority when looking for a new role, career progression and salary increases were tied at the top, each selected by 21% of respondents. Hybrid working flexibility is followed at 19%, next was work-life balance at 18%. Doing meaningful work was selected by 10%, while company benefits accounted for 3%.
These findings highlight that while financial rewards remain important, professional development and flexibility are almost equally influential in making career decisions.
In terms of personal and professional growth, sentiment was largely positive. A strong 73% of respondents said they see opportunities for development within their current company, while 19% said no, and a further 8% were unsure.
This suggests that although salary dissatisfaction exists, many employees still recognise advancement opportunities within their organisations.
Entrepreneurial ambition also stands out. The agri-food sector has been associated with innovation and self-employment, and this trend continues.
When asked if they have ambitions to become self-employed or start their own company, 54% said yes, while 46% said no.
The survey results clearly show a significant movement back to on-site working. When asked how many days employees are currently working from home, 63% said zero days. The next highest was two days (16%), followed by one day (11%).
Only 4% reported working from home three days per week, while four and five days were selected by just 3%.
This demonstrates a strong shift away from pandemic-era remote work and back toward on-site roles or field-based positions, which is consistent with the operational nature of many agri food businesses.
However, flexibility still matters. When asked if they would stay in their current role if it meant working on-site full time, 44% said yes.
Meanwhile, 28% said no, and another 28% were unsure.
This indicates that while many employees accept on-site work is part of the package, a substantial proportion remain resistant or uncertain to a fully office or site-based model.
A highly educated workforce
The data also highlights the high educational background of people within the sector. Over half of respondents (51%) hold a BSc degree. A further 19% have completed masters programmes, and 3% hold a PhD. Meanwhile, 20% have completed their Leaving Certificate as their highest qualification, and 7% selected other educational pathways.
This mix demonstrates both academic strength and practical diversity, reinforcing the sector’s blend of technical expertise, science-based roles, and operational experience.
Looking to the future, optimism about opportunities for younger generations remains high. When asked whether they believe there are opportunities for young people in the agrifood sector, 76% said yes. Just 12% said no, while 13% were unsure.
Overall, the findings reveal a competitive and dynamic employment landscape within Ireland’s agrifood sector. Employees are ambitious, highly educated, and increasingly focused on progression, salary, and flexibility.
While many are satisfied with development opportunities and plan to remain in Ireland, dissatisfaction with pay and a strong appetite for career movement suggests that employers will need to stay proactive in retaining talent.
A recent survey conducted by the Irish Farmers Journal of 80 professionals working across Ireland’s agri food sector paints a picture of a competitive jobs market, evolving employee expectations and a workforce that is both highly educated and increasingly ambitious.
A strong 81% of respondents said they believe the agri food sector is currently competitive for jobs, with 19% selecting otherwise.
Despite wider economic uncertainty, opportunities remain apparent.
The survey sample reflected an equal split of male and female respondents, pointing to good gender balance currently working across the industry.
Company size among respondents varied significantly. The largest group of 46% worked in small companies employing fewer than 50 people, while 34% were employed in large organisations with 200 staff.
This spread demonstrates that the insights were gathered from across a wide spectrum of agri food businesses, from SMEs to major employers.
Employee movement has been notable over the last two years. Of those surveyed, 39% had moved jobs during that period, while 61% remained with their current employer.
For those who made the move, the primary motivation was securing a different role (44%), suggesting that career development and diversification are key drivers.
Salary opportunities came next at 19%, followed by a better work-life balance at 16%. Location influenced 9% of respondents, while 12% selected other reasons.
Even among those who have not changed roles in the last two years, movement is on their minds. When asked if they plan on moving roles in the near future, 41% responded yes, while 59% are happy to stay put in their current role.
Salary satisfaction is another important factor. More than half of respondents (56%) said they are not happy with their current salary, compared to 44% who are. Of those dissatisfied, a significant 81% are seeking an increase in the next year. This suggests employers may face growing pressure around remuneration if they wish to retain talent.
A positive from the survey is that 86% of employees don’t plan on emigrating, with 14% exploring opportunities outside of Ireland. This indicates that while competition for roles may be high, the majority of talent intends to remain within the country.
Progression and flexibility
When asked about their number one priority when looking for a new role, career progression and salary increases were tied at the top, each selected by 21% of respondents. Hybrid working flexibility is followed at 19%, next was work-life balance at 18%. Doing meaningful work was selected by 10%, while company benefits accounted for 3%.
These findings highlight that while financial rewards remain important, professional development and flexibility are almost equally influential in making career decisions.
In terms of personal and professional growth, sentiment was largely positive. A strong 73% of respondents said they see opportunities for development within their current company, while 19% said no, and a further 8% were unsure.
This suggests that although salary dissatisfaction exists, many employees still recognise advancement opportunities within their organisations.
Entrepreneurial ambition also stands out. The agri-food sector has been associated with innovation and self-employment, and this trend continues.
When asked if they have ambitions to become self-employed or start their own company, 54% said yes, while 46% said no.
The survey results clearly show a significant movement back to on-site working. When asked how many days employees are currently working from home, 63% said zero days. The next highest was two days (16%), followed by one day (11%).
Only 4% reported working from home three days per week, while four and five days were selected by just 3%.
This demonstrates a strong shift away from pandemic-era remote work and back toward on-site roles or field-based positions, which is consistent with the operational nature of many agri food businesses.
However, flexibility still matters. When asked if they would stay in their current role if it meant working on-site full time, 44% said yes.
Meanwhile, 28% said no, and another 28% were unsure.
This indicates that while many employees accept on-site work is part of the package, a substantial proportion remain resistant or uncertain to a fully office or site-based model.
A highly educated workforce
The data also highlights the high educational background of people within the sector. Over half of respondents (51%) hold a BSc degree. A further 19% have completed masters programmes, and 3% hold a PhD. Meanwhile, 20% have completed their Leaving Certificate as their highest qualification, and 7% selected other educational pathways.
This mix demonstrates both academic strength and practical diversity, reinforcing the sector’s blend of technical expertise, science-based roles, and operational experience.
Looking to the future, optimism about opportunities for younger generations remains high. When asked whether they believe there are opportunities for young people in the agrifood sector, 76% said yes. Just 12% said no, while 13% were unsure.
Overall, the findings reveal a competitive and dynamic employment landscape within Ireland’s agrifood sector. Employees are ambitious, highly educated, and increasingly focused on progression, salary, and flexibility.
While many are satisfied with development opportunities and plan to remain in Ireland, dissatisfaction with pay and a strong appetite for career movement suggests that employers will need to stay proactive in retaining talent.
SHARING OPTIONS