Workforce breakdown v2

Key Messages

• Somerset has an older workforce profile than both the South West and the UK. In Apr 2025–Mar 2026, people aged 50–64 accounted for 34.9 per cent of employment, compared with 32.2% in the South West and 29.8% nationally.  

• The composition of Somerset’s workforce has gradually shifted towards older workers over time. While individual estimates can be volatile, the longer-term trend is consistent with wider regional and national patterns, with older workers accounting for an increasing share of employment and younger workers a smaller share.  

• Somerset’s workforce composition for younger workers is slightly higher compared to the UK. People aged 16–24 accounted for 12.4% of employment in 2025–26, compared with 11.2% nationally, although this share has declined over the longer term. 

• Estimates suggest the employment rate for 16–24-year-olds remains above regional and national averages. However, confidence intervals for this age group are relatively large, meaning short-term changes and apparent fluctuations should be interpreted with caution*. 

• The structure of employment has become more full-time over the longer term. The proportion of employed residents working full-time increased from 70.0% in 2017–18 to 73.4% in 2025–26, while the proportion working part-time fell from 29.8% to 26.6%, reflecting a broader trend seen across the South West and UK.  

• Somerset continues to have a relatively high level of self-employment. In April 2025–March 2026, 16.4% of employed residents were self-employed, compared with 14.2% in the South West and 12.3% nationally, reflecting the county’s rural economy and prevalence of small businesses and sole traders. 

Note*: Age-specific employment estimates for Somerset should be interpreted with caution due to relatively wide confidence intervals. For some age groups, particularly 16–24-year-olds, the true value may be around ±10 percentage points from the reported estimate. As a result, short-term changes may reflect statistical variation rather than real labour market change. 

Implications

Somerset’s workforce is becoming increasingly concentrated in older age groups. Although age-specific employment estimates should be interpreted cautiously, the long-term trend towards an older workforce is clear and is consistent with wider demographic change.

An ageing workforce is likely to increase replacement demand as more workers approach retirement. This may create recruitment challenges in some sectors, particularly where employers already report skills shortages or difficulties attracting younger workers.

At the same time, the proportion of younger workers in employment has gradually declined. This reflects wider national trends. Recent research, including independent research by Alan Milburn1, suggests that young people have become less connected to the labour market over the last two decades.

Somerset’s relatively high level of self-employment remains an important feature of the local economy. While self-employment can support entrepreneurship and business growth, self-employed workers may also be more exposed to changes in economic conditions and labour market demand.

Together, these trends suggest that supporting workforce renewal, attracting younger workers and retaining experienced employees will be important considerations for Somerset’s future labour supply.

What Are We Doing?

Young People

• Information, advice and support for young people exploring work, training, apprenticeships, further education, and career options. The page also signposts to employment support, additional support services and resources for care leavers. 
  
• https://www.stepupsomerset.org.uk/young-people/