By Jon Sleightholme MCIPD Director of Outplacement and Talent Acquisition Solutions at NFP, an Aon Company and Tania Parmar, Assoc CIPD Client Director at NFP, an Aon Company
The UK chemical industry is a cornerstone of innovation and economic growth. It contributes billions to the economy and supports thousands of jobs, making it one of the most globally connected and strategically important industries. Yet, as the sector strives for sustainable growth and competitive advantage, attracting and retaining the right talent has become a critical challenge for leaders and decision makers in this sector.
Having worked closely with businesses in this sector, we understand the unique recruitment hurdles these employers can face and, importantly, how to overcome them. In this article, we share three common recruitment challenges we see many of our chemical sector clients facing, along with practical strategies you can implement to address them.
1. Skills shortages in process safety and sustainability
The chemical industry operates under some of the most stringent safety and environmental regulations in the world. With increasing regulatory scrutiny and a global push towards greener operations, businesses urgently need professionals skilled in process safety, environmental compliance, and sustainable manufacturing. These roles require niche expertise that is in short supply, creating fierce competition for talent.
Why this matters: Process safety specialists and sustainability experts are not just compliance officers – they are strategic enablers. They can help businesses reduce risk, avoid costly incidents, and meet ESG (environmental, social, and governance) commitments that investors and customers now demand. Failure to secure these skills can lead to operational delays, reputational damage, and even regulatory penalties.
“How can we compete for sustainability-focused talent without inflating costs?”
Salary alone is now rarely enough. Today’s chemical professionals value employers who demonstrate a genuine commitment to ESG principles and innovation. Beyond competitive pay, consider employee benefits that reflect these values, such as green pension schemes, electric vehicle salary sacrifice programmes, and professional development in sustainability. These initiatives not only help attract talent but also reinforce your brand as a forward-thinking employer.
The EVP connection: A strong, authentic employee value proposition (EVP) goes beyond recruitment marketing – it shapes the entire employee experience from hire to retire. When your EVP reflects a commitment to safety, sustainability, and innovation, it signals to candidates and employees alike that they are part of a purpose-driven organisation. This can help build loyalty, reduce turnover, and strengthen your reputation in a competitive market.
To go further, businesses could also consider partnerships with universities and professional bodies to create talent pipelines. Offering internships, apprenticeships, and sponsored qualifications in sustainability and process safety can help secure future talent while demonstrating a long-term commitment to the skills development of your people.
2. Global mobility and compliance complexities
The chemical sector is inherently global, with supply chains and R&D hubs spanning multiple jurisdictions. Recruiting internationally is often essential for specialist roles, but evolving legislation – such as EU Pay Transparency laws and stricter visa requirements – adds complexity.
Why this matters: Failure to comply with local transparency requirements can result in legal risks, reputational harm, or even candidate withdrawal. Moreover, global mobility challenges can slow down critical projects and impact competitiveness. For UK businesses, this is particularly relevant as Brexit continues to reshape immigration and employment frameworks.
“How can we prepare for international hiring challenges?”
Start by auditing pay structures for equity and clarity. Ensure salary bands are well-defined and communicated confidently in job adverts targeting overseas talent. Train hiring managers on compliance requirements and cultural nuances. Proactive transparency sends a strong message of fairness and inclusivity – values that resonate with top-tier candidates and help mitigate reputational risk.
The culture connection: A people-centric culture that prioritises fairness and inclusivity is the right thing to do and can be good for business. When employees feel valued and treated equitably, it can support engagement and productivity, which can in turn make your organisation more resilient to external shocks. In a global talent market, this cultural strength can be a decisive competitive advantage.
Beyond compliance, businesses should also invest in relocation support and cultural integration programmes. Helping international hires settle quickly – through housing assistance, language training, and family support – can significantly improve retention and engagement.
3. Attracting digital specialists to future-proof your organisation
As chemical businesses embrace automation, AI-driven process optimisation, and advanced analytics, the demand for talent with deep digital knowledge is skyrocketing. Yet, these candidates often gravitate towards tech giants rather than traditional manufacturing sectors.
Why this matters: Digital transformation is now a competitive necessity, and in a landscape that is already uber competitive, businesses that don’t adapt quickly enough face being left behind. From predictive maintenance to smart factories, technology is reshaping chemical operations and, for many UK chemical firms, this is a strategic priority as the government pushes for innovation-led growth and decarbonisation.
“How do we make the chemical industry appealing to tech talent?”
Position your organisation as a hub of innovation. Highlight projects involving smart factories, predictive maintenance, and data-driven sustainability. Offer flexible working arrangements where possible – remote options for IT and analytics roles can significantly widen your talent pool. Pair this with benefits that support work-life balance, such as wellness programmes and learning stipends, to compete effectively with tech-sector employers.
The resilience factor: Investing in digital talent is not just about technology but future-proofing your business. A strong EVP that champions innovation and continuous learning will attract the right people and keep them engaged. This, combined with a culture that values adaptability and collaboration, creates a workforce capable of navigating disruption and driving long-term growth.
To strengthen your appeal further, consider showcasing career progression opportunities in digital roles. Many tech professionals seek environments where they can influence transformation projects and see tangible impact – something the chemical sector can offer in abundance.
Why this matters beyond just the chemical sector
While these challenges are acute in the chemical sector, they reflect broader trends across UK industry:
Competing for ESG-driven talent: Sustainability is now a career priority for many professionals.
Navigating global compliance: Pay transparency and mobility laws are beginning to reshape recruitment norms.
Winning the digital race: Advancements in technology are redefining skills demand across the board, not just the chemical sector
The common thread? Businesses that invest in an authentic EVP and a people-centric culture will not only attract top talent but also build resilience against market volatility, regulatory change, and technological disruption. In short, enriching the full employee relationship from hire to retire is no longer a “nice to have” but a commercial imperative.
By addressing these issues head-on, chemical businesses can secure the talent they need to innovate, grow, and lead in a rapidly evolving global market.
NFP: a specialist people and insurance risk management business
In a world that’s changing faster than ever, businesses and individuals need to ensure their assets are protected. NFP’s solutions help create long-term value for clients through strategic business risk and human capital consulting and advice.
To find out more about us and our solutions, visit
www.nfp.co.uk
