Rising employment costs forcing events sector to scale back entry-level recruitment 

Rising employment costs are making it harder for employers in the business meetings and events sector to recruit young talent, with nine in 10 organisations reporting that higher costs have restricted their ability to hire entry-level employees. 

The findings, published in the latest Meetings Industry Association (MIA) Insights survey, highlight the growing workforce pressures facing employers as rising National Insurance contributions, increases to the National Minimum Wage and wider economic uncertainty continue to influence recruitment decisions. 

The research, conducted in June 2026, found that one in five organisations have reduced the size of their workforce during the past 12 months due to cost pressures, uncertainty in the market and anticipated falls in demand. 

More than half (51 per cent) of respondents also said the composition of their workforce has changed over the past year as organisations adapt to new financial pressures. 

Just over a quarter (26 per cent) said they are placing greater emphasis on recruiting senior or experienced employees, while the same proportion reported increasing multi-skilling across teams to improve efficiency without affecting operational performance. 

The survey found that rising operating costs are now the biggest external factor influencing recruitment, with 69 per cent of organisations saying they have affected hiring plans. 

More than half also cited increases to Employers’ National Insurance contributions and the National Minimum Wage as having a direct impact on recruitment. 

As a result, four in 10 employers have delayed recruitment, while 38 per cent said they have increased workloads for existing employees instead of recruiting additional staff. 

Alongside recruitment challenges, the research suggests employers are continuing to invest in workplace wellbeing. 

More than three-quarters (77 per cent) of respondents agreed they have a good work-life balance, indicating that many organisations are embedding wellbeing more firmly into workplace culture. 

However, the findings also point to growing pressure on employees. Almost half (48 per cent) reported an increase in burnout, stress or wellbeing-related issues during the past 12 months. High workloads were identified as the biggest contributor, followed by staffing shortages and financial pressures. 

The MIA said the results suggest that while employers are making progress in supporting employee wellbeing, leaner workforce models are placing greater pressure on those who remain. 

Looking ahead, more than half (57 per cent) of employers said they lack confidence in the sector’s ability to attract the workforce it will need over the coming years. 

In response, almost three-quarters (73 per cent) are developing early-career employees for future leadership roles, while 38 per cent have increased investment in training and development. 

Leadership, artificial intelligence and automation, creativity, communication and customer experience were identified as the skills employers believe will be most important over the next three to five years. 

Shonali Devereaux, chief executive of the MIA, said: “Rising employment costs are clearly reshaping how organisations recruit and develop talent, particularly at entry level. The fact that nine in ten employers report reduced ability to hire younger staff is a significant warning sign for the future of our sector. 

“While it is pleasing to see a sector that is readily adapting, investing in skills, embedding wellbeing and rethinking workforce structures to meet changing demands, these findings also highlight a real risk. If organisations are unable to bring enough new talent into the industry, we face the prospect of a shrinking workforce at a time when the skills and expertise needed to deliver world-class events are evolving rapidly. 

“The results reinforce the conversations we are already having with industry partners and policymakers about the need to make careers in events more attractive, accessible and sustainable. Supporting employers’ ability to invest in people and to create clear pathways into the industry will be essential to securing the talent pipeline our sector needs in the years ahead.” 

The findings add to wider concerns across the UK labour market that rising employment costs are prompting organisations to recruit more cautiously, while asking existing employees to take on heavier workloads. From a workplace health perspective, the combination of delayed recruitment, staffing shortages and increased workloads could make it more difficult for employers to sustain progress on employee wellbeing if workforce pressures continue to grow