When the demand for memorable events increases rapidly but the availability of skilled professionals declines, a major challenge arises. In 2025, this is the exact situation facing the United Kingdom’s events sector. Renowned for its innovation and resilience, the industry now confronts a significant shortage of skilled talent. Planning teams are stretched while trying to meet expanding expectations for live, hybrid and virtual experiences. As this pressure continues, the urgency for practical, long-term solutions grows.
This situation is no longer a temporary disruption. It is the new reality. The shortage affects more than event execution it is influencing recruitment strategies, operational workflows and career progression pathways across the sector. In response, planners are creating forward-thinking strategies to rebuild their workforce.
The UK Event Industry Faces a Talent Shortage: How Planners Are Adapting for Success in 2025
The United Kingdom’s event industry is currently grappling with a significant and growing shortage of skilled personnel, compounded by a restricted labour market following the country’s departure from the European Union. According to Eventbrite, 58 percent of event organisers struggle to fill essential roles, particularly within technical production, audiovisual services, and logistics.
In 2025, demand for in-person and hybrid events has risen by more than 20 percent compared to previous years, intensifying staffing pressures. In response, event planners are implementing flexible working models, forming partnerships with academic institutions, and investing in the development of their existing workforce. Freelancers and digital automation have also become essential tools for keeping events on schedule and within scope.
This article examines how the sector is adopting creative and proactive strategies to thrive in a rapidly evolving and highly competitive environment, with hybrid events playing a key role in shaping operational and workforce planning.
Understanding the Root of the Talent Shortage
The shortage of skilled professionals in UK event management is a complex problem that reflects a combination of political, economic and social factors over recent years.
Brexit and the Departure of European Talent
The restriction on freedom of movement following the departure from the European Union significantly reduced the size of the available workforce. Many technical and hospitality professionals returned to their home countries. Event businesses that had previously depended on short term European workers found themselves urgently seeking domestic replacements. According to the Office for National Statistics, the number of EU nationals working in UK hospitality fell by 25 percent between 2019 and 2022.
Career Shifts Resulting from COVID Nineteen
Many individuals working in events have transitioned to other sectors, such as technology, digital marketing, or e-commerce, which offer greater flexibility and opportunities for remote or hybrid work. Research from the Recruitment and Employment Confederation indicates that over 30 percent of event professionals moved to different industries between 2020 and 2023, reflecting broader changes in career priorities and the evolving nature of the events sector.
Changing Expectations Among the Workforce
Younger workers entering the profession seek roles that offer flexibility, purpose and career development opportunities. The events industry, historically known for long working hours and a demanding pace, must adapt its culture in order to attract and retain new talent.
Key Roles Most Affected in the UK Event Workforce
The impact of the talent shortage is not uniform. Some roles have become significantly more difficult to staff, directly affecting event quality and scalability.
Audio Visual and Technical Experts
The shortage of skilled audio visual technicians, lighting designers and production managers is especially pronounced. These specialists are essential for delivering virtual and hybrid events. With increased demand and fewer qualified candidates, many agencies have had to rely on costly outsourcing or reduce production quality. Industry analysis from AV Magazine found a 35 percent increase in project delays due to insufficient technical staffing.
Event Producers and Senior Project Managers
Event producers and project managers play central roles in planning and execution. With many senior professionals leaving the industry in recent years, significant leadership gaps have emerged, which can delay projects and reduce operational efficiency. The rise of hybrid events has added complexity to planning, making experienced leadership even more critical for seamless execution.
Onsite Operations and Logistics Staff
Roles such as registration leads, event runners and logistics coordinators were traditionally filled by freelance or temporary staff. Many of these workers have moved into other sectors or left the industry entirely, making these positions increasingly difficult to fill.
Strategies for Overcoming Talent Challenges in 2025
Despite the difficulties, UK event planners are actively adopting new strategies to address workforce challenges and reshape their employment models.
Adopting Remote and Flexible Work Options
Many agencies have recognised that not all roles require a physical presence. Planning, marketing and communications can be managed remotely. This has expanded access to professionals living in rural areas or with caregiving responsibilities.
Flexible scheduling, such as job sharing and condensed workweeks, is helping attract candidates who seek better work life balance.
Investing in Internal Upskilling
Rather than relying solely on new recruitment, firms are choosing to train and promote existing team members. Common upskilling initiatives include:
• Accredited project management programmes
• Training in specialist event software and digital platforms
• Leadership courses for emerging planners
According to the Institute of Event Management, companies that invested in internal training saw a 28 percent improvement in staff retention rates.
Collaborating with Apprenticeship and Training Providers
UK event firms are partnering with educational institutions to establish long-term talent pipelines. Apprenticeship programmes provide young professionals with hands-on experience and mentoring. Examples of these collaborations include:
• Partnerships with the Event Academy London
• Certifications issued through NCFE and City and Guilds
• Internship schemes with assured placements
Such efforts are helping rebuild the talent base from the ground up.
Using Freelancers and the Gig Economy
Freelancers have become a vital part of the talent ecosystem. Online platforms such as The Freelancer Club and YunoJuno allow event planners to source verified professionals in areas such as design, social media and technical production. Recent surveys show that freelancers now account for approximately 32 percent of total staffing in the events sector.
This approach allows companies to scale quickly based on project demand without the long term commitment of permanent hires.
Committing to Diversity and Inclusion
Expanding recruitment to underrepresented communities is helping organisations find untapped potential. Strategies include:
• Posting roles on inclusive platforms
• Partnering with groups such as Events One Hundred and One or Black in Events
• Providing paid internships to candidates from low income backgrounds
These practices not only broaden the talent pool but also improve company culture.
Emerging Technologies Supporting Workforce Resilience in the UK Event Sector
As the UK event sector adapts to ongoing workforce challenges, emerging technologies are playing a pivotal role in reshaping how teams plan, deliver and manage events. These tools are not only improving efficiency but also reducing dependence on hard to fill roles.
Artificial Intelligence in Event Planning
Artificial intelligence is helping planners automate repetitive tasks such as scheduling, vendor communication and registration management. According to a 2024 report by the Chartered Institute of Marketing, over 42 percent of event companies in the UK now use AI led platforms to simplify operations.
This shift reduces administrative workload, allowing smaller teams to focus on creative and planned aspects of event production.
Virtual Collaboration Platforms
Remote collaboration has become essential, particularly with the shift toward hybrid work models. Platforms like Asana, Slack and Trello enable genuine time coordination across geographically dispersed teams.
These tools support communication between freelancers, agencies and internal staff, making it possible to manage events efficiently even when teams are not co located.
Smart Staffing and Talent Matching Tools
Talent platforms that use machine learning to match freelancers and contractors with relevant project opportunities have gained popularity. Services such as YunoJuno and Freelancer Club have reported a 33 percent increase in UK event sector usage since 2023.
These tools allow planners to quickly fill skill gaps without lengthy recruitment processes, ensuring continuity even when specialist roles are hard to staff.
The Business Advantages of Solving the Talent Shortage
Tackling the talent shortage is not merely about continuity it presents a planned advantage. Firms investing in people centric solutions are laying foundations for sustained growth and industry leadership.
Improving Agility and Efficiency
Companies addressing staff shortages are adopting flexible, lean operational models. By integrating automation tools, remote collaboration platforms and freelance talent databases, they achieve greater agility. This adaptability supports faster project delivery and smarter resource management.
Strengthening Employer Branding
An organisation’s reputation as a workplace is now vital in attracting talent. Agencies that offer development, flexibility and support for wellbeing are more likely to secure high calibre candidates. A strong internal culture promotes employee loyalty and increases visibility through peer recommendations and social media engagement.
Leading Innovation
The current shortage is prompting agencies to examine alternative recruitment methods, upskill internal talent and diversify their teams. These changes introduce fresh perspectives into creative planning, technical solutions and audience engagement. As a result, companies are not only meeting staffing needs but also improving their service delivery.
Frequently Asked Questions
Why is there a talent shortage in the UK event planning industry in 2025?
The shortage stems from reduced access to European workers, career shifts following COVID nineteen and evolving workforce expectations around flexibility and development.
What roles are hardest to fill in the current event industry?
Audio visual technicians, onsite logistics staff and experienced project managers are particularly in demand due to their specialised skills.
How are firms attracting new talent in 2025?
Employers are using remote roles, apprenticeship schemes, internal development programmes and inclusive recruitment strategies to draw in a wider range of candidates.
Can smaller agencies compete with larger firms for talent?
Yes. Smaller companies often attract skilled professionals by offering more personalised career growth, flexible schedules and a positive working culture.
Are there government or industry initiatives to support workforce growth?
Yes. Many firms work with accredited training providers, benefit from government supported apprenticeship schemes and access freelancers through recognised industry platforms.
Building a Long Term Workforce in the UK Event Sector
The talent shortage in the UK event sector has become a catalyst for innovation. In 2025, leading agencies are embracing adaptability, inclusion and workforce development as central pillars of success.
Instead of relying on outdated models, they are:
• Creating flexible working environments
• Promoting internal staff development
• Interacting with new and diverse talent pools
• Using digital tools and freelance platforms effectively
Addressing this challenge requires more than short term fixes. The path forward involves long term investment in people, closer collaboration with educational institutions and an open dialogue with the next generation of event professionals.
The companies that embrace this direction will continue to advance, while those that resist change may struggle to compete. By solving the workforce challenge today, the UK event sector is positioning itself for a more resilient and inclusive future.
