The trees and timber industry covers: the management and planting of woodland; the production of timber and sawn wood products; and embodies woodland environment, woodland recreation; woodland land management and the care; and management of trees.  The industry is well monitored and people cannot work as sub-contractors within the industry without appropriate training and certification.

Total UK employment in the industry is 30,000.  46% of the workforce is self-employed; 12% are part-time and 7.3% are family members.  There are an estimated 10,000 businesses in the industry, contributing 0.5% to Gross Domestic Product.  Casual workers are employed by 64% of trees and timber businesses.

Key statistics on the industry:

• 87.5% of businesses employ less than 10 people
• 85% of proprietors are male
• 89% of staff are male
• proprietors are commonly aged 35-44 years
• staff are commonly aged 45-54 years
• 40.6% of the workforce are aged 35-44 years
• 36% of employees are aged under 35 years
• 18.5% of all establishments report vacancies, of which 11.1% are hard-to-fill
• no skill shortage vacancies are reported

Trees and timber industry employers have highlighted the importance of both technical and business management skills. 

There is a shortage of skilled machine operators and foremen.   The Working Time Directive has resulted in a shortage of HGV drivers which has impacted on the industry and further timber haulage methods will continue to be explored.  Additionally, there is a shortage of effective project managers and there is a growing demand for skills in project and people management, communication, customer service and information and communications technology.  Specialist skills also required, such as plant and species identification.

Over the next few years, regulatory requirements, mechanisation, the use of ICT and the need for business skills will be needed.  Consequently formal training (with certification) is reported to be increasingly important.  However, there is concern that existing training provision is not sufficiently relevant to the specific needs of industry business.

Staff turnover in the industry would be improved with the development of an apprenticeship system with investment in people over a longer period.  Overall, there is a need to increase training in the following:

• engineering
• business management and supervisory skills
• skills and knowledge needed by support staff
• pre- and post-graduate modules on 'using timber'
• professional development of additional forest industry experts in the principles of sustainability

There will be an increased need for managers and skilled workers to have skills in customer handling, management, general IT, adaptability, communication, initiative and literacy skills.  Managers will also have to have advanced levels of skills in problem-solving, team working and communication skills in the future.  It is expected that skilled workers will require IT user skills and customer handling skills.

Industry drivers affecting future work and employment include:

• changing policy and legislation around employment, health and safety, and the environment
• creating a sustainable market driven industries through the National Forest Strategies and Regional Forestry Frameworks
• understanding and responding to increasing customer demands and needs
• technological advances
• the influences of the social agenda (i.e. social inclusion, tourism and emergence of voluntary sector involvement)
• demographic trends of an aging workforce, limited manual workforce and lack of new recruits
• increasing globalisation
• increasing importance of environmental issues such as the protection of natural resources and renewable energies
• changes in resource management

Source: Sector Skills Agreement Stage 1: Key Drivers of Skill Demand 2005, Sector Skills Agreement Stage 1: Annex 2.7 2005 and Trees and Timber Industry report 2005

For regional distribution of businesses and employees in the industry see:

Geographical distribution of trees and timber industry, 2005