Scotland's seafood processing sector: employment patterns

Employment patterns of non-United Kingdom (UK) European Economic Area (EEA) workers in Scotland's seafood processing sector.

Annex A: Data Collection Survey

Marine Scotland - Seafood Processing Employment Survey

The aim of this survey is to assess the extent of dependency on migrant workers in the seafood processing sector in Scotland. This data will allow the Scottish Government to be better informed during Brexit transitions on access to non-domestic labour for the seafood processing sector.

This evidence gathering exercise focuses on domestic, EEA and non- EEA workers to understand the risk to the processing sector of changing rights to people movement post Brexit. It will include questions on workers origins, recruitment processes, and the main types of work undertaken.

All the information you provide in your responses will remain fully confidential and used only in aggregated form in any resulting publications. In no way will any of the responses you provide be directly linked back to your business in any of the outputs from this research, or in any other respect. The information you provide will only be used by the Scottish Government.

1. Company name:

2. Site / Facility / Unit name:

3. Site / Facility / Unit postcode:

4. Does the volume of product processes in this facility change throughout the year?

Yes / No

4a. If yes, can you please describe the nature (busiest and quietest months) and extent (how much quantity changes) of variability.

5. Number of employees at site in 2016

Number of Employees (2016)



Non- EEA


Permanent (core staff)

Non-permanent ( FTA or seasonal) - Direct

Non-permanent ( FTA or seasonal) - Agency

NB. EEA countries include EU countries, Iceland, Liechtenstein and Norway

6. Would you classify 2016 as a representative year for your employment needs?

Yes / No

6a. If no why not?

7. Which countries do your EEA staff come from?

A skilled worker is any worker who has special skill, training, knowledge, and (usually acquired) ability in their work. A skilled worker may have attended a college, university or technical school. A highly skilled worker may have learned their skills on the job but these skills would be recongnised by an independent body whilst excluding mandatory industry training courses required of all employees ( e.g. health and safety training/heavy lifting etc).

8. Which countries do you non- EEA staff come from?

9. How would you describe your company's dependence on the following non-domestic labour?

Skilled - High / Medium / Low

Unskilled - High / Medium / Low

9a. If high or medium please explain why?

10. What job roles/positions do your EEA and non- EEA staff hold in the company?


Non- EEA



11. How do you recruit:

a) your EEA staff?

b) your non- EEA staff?

11a. If you use agency staff, which agencies do you use to hireā€¦ labour?

a) Skilled

b) Unskilled

12. Do you offer any additional services/benefits beyond remuneration ( e.g. accommodation / food / etc.) to your:

a) permanent staff?

b) non-permanent staff?

13. What proportion of your skilled labour is employed as: permanent staff?_______%, as non-permanent - direct? _____% as non-permanent - agency _____%

14. What are the benefits of your current employment structure?

15. How would your business be affected by losing access to EEA workers?

Thank you


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