Why It’s important to get ahead of the game for your Horticulture & Hiring needs in 2026

Ireland’s horticulture sector is evolving at a pace not seen in decades. What was once a relatively stable, predictable industry is now being reshaped by climate pressures, consumer expectations, technological disruption, labour shortages, and new policy frameworks across biodiversity, sustainability, and skills standards. As we move toward 2026, businesses across landscaping, amenity horticulture, nursery production, garden retail, and estate management face a common challenge: how to secure the skills, systems, and workforce needed to stay competitive.

Most companies wait too long. They begin recruitment only when a project lands, a key staff member leaves, or seasonal pressures suddenly intensify. But in the emerging horticulture landscape, reactive hiring will no longer be enough. Getting ahead of the game—future-proofing your team, your systems, and your employer brand—will be essential for staying resilient and profitable.

Here’s why...

1. Labour Shortages Are Not Easing—They Are Intensifying
   Ireland’s horticulture sector has faced chronic skills shortages for over a decade, particularly in landscaping, nursery production, and specialised gardening roles. Several forces mean this will continue into 2026:

• A retiring workforce, with many experienced gardeners, growers, and grounds professionals ageing out of the sector.
• Insufficient training pipeline, despite improvements through Teagasc and Skills to Advance programmes.
• Falling demand for physical outdoor work from younger demographics unless strong career pathways and incentives are visible.
• Competition with construction and agri-tech, both of which offer higher starting salaries for candidates with overlapping skills.
• Waiting until April 2026 to hire for the summer season will simply repeat the same battles for a limited pool of applicants. If you want competent, reliable employees in the years ahead, you must cultivate them—literally and strategically—well in advance.
  
  

1. Climate Change Will Reshape Workloads and Required Skills
   By 2026, the tangible impacts of climate change—storm damage, extended wet seasons, heat stress on plants, pest migration, and unpredictable growth patterns—will place increased pressure on horticultural teams.

• Garden centres, landscapers, and estate managers will face:
• Higher demand for resilient planting design.
• A shift towards regenerative soil management.
• Increased customer focus on climate-smart advice.
• More emergency work following extreme weather events.

These challenges require new competencies: data-informed horticulture, soil science literacy, water-management expertise, biodiversity auditing, and integrated pest management grounded in sustainability.

Upskilling an existing workforce takes months, not weeks. Hiring for these new competencies requires long-term planning. Businesses that fail to prepare risk being under-resourced—and outperformed—when climate-driven demand peaks.

3. Sustainability Regulations Will Demand Better-Qualified Staff
Ireland’s Climate Action Plan, peat-free transitions, pesticide reductions, and biodiversity-first land management policies are all tightening. By 2026, the regulatory landscape will require:

• More documentation and environmental reporting.
• Higher professional standards in landscape installation and maintenance.
• Demonstrable biodiversity outcomes for public and private contracts.
• Clear evidence of continuous professional development.
• Clients—especially corporates, hotels, public bodies, and large estates—will favour suppliers who can prove compliance and competence. This means:
• Hiring staff with accredited training (LANTRA, Teagasc, IOSH, RHS qualifications).
• Developing internal sustainability champions.
• Investing early in green-skills training programmes.
• Recruitment in 2026 will not only be about filling roles but meeting contract requirements. Preparing now ensures you can win the work others can’t.

4. Technology Adoption Will Demand a Different Type of Team
Horticulture is entering its technological acceleration phase. From battery-powered machinery and robotics to GIS mapping, automated irrigation, and digital stock management, technology is becoming central to modern practice.

• Businesses adopting technology will require:
• Staff with basic digital competence.
• Machine-safe operators for robotic equipment.
• Data-literate team members for planning and monitoring.
• Technicians who can manage smart systems and remote sensors.

Ireland’s tech-savvy workforce is available—but only for employers who build a compelling, forward-looking recruitment proposition. If your business doesn’t start positioning itself as a modern horticulture employer in 2025, you won’t attract the talent you need in 2026.

5. Employer Branding Will Become a Make-or-Break Factor
In a competitive hiring environment, businesses that fail to invest in their employer brand will be left behind. This does not mean glossy marketing. It means:

• Clear career pathways.
• A supportive, upskilling culture.
• Competitive salaries and transparent progression.
• Modern benefits (flexible schedules, CPD funding, and wellbeing initiatives).
• An organisational purpose aligned with sustainability.

By 2026, horticulture professionals will choose employers who demonstrate commitment, growth, and stability. Companies that begin building that reputation now will dominate the recruitment landscape.

6. The Strongest Teams in 2026 Will Come From Partnerships Built in 2025
Businesses that secure talent early—through training partnerships, apprenticeships, colleges, Skills to Advance, and direct industry relationships—will not be scrambling for staff at the last minute. They will have a steady, loyal pipeline that has been nurtured over time.

The most successful horticulture companies in Ireland by 2026 will be those that have:

• Built alliances with training providers
• Developed multi-year recruitment strategies
• Integrated work-placement programmes
• Invested heavily in upskilling existing staff
• Rather than chasing talent, they will be cultivating it

In conclusion, the horticulture sector will face intensifying pressures in the coming years, with labour shortages expected to worsen by 2026 and climate change driving greater demand for skilled, knowledgeable staff. Evolving sustainability regulations will increasingly favour employers with well-qualified teams and strong CPD records, while rapid technological adoption will require a workforce that is digitally competent and adaptable. In this environment, a strong employer brand will play a critical role in attracting talent, and long-term partnerships with training providers will be essential for maintaining a reliable recruitment pipeline. Preparing now is vital to ensure resilience, protect competitiveness, and position your organisation to secure higher-value contracts in the future.