Companies in the UK textile industry are evolving their working practices, recruitment strategies and leadership focus to reshape the narrative of a career in our sector.

Today’s UK textile industry blends heritage with innovation, sustainability with technology, and tradition with inclusivity. Here we outline how UKFT members including Abraham Moon, ACS Clothing, Laxtons, AW Hainsworth, The Natural Fibre Company, Lochcarron of Scotland and Robert Mackie are investing in employee well-being, training, digital transformation and community impact, embracing Employee Ownership Trust (EOT) models, prioritising work-life balance through four-day work weeks, as well as leading with empathy and inclusivity to expand their skills base for the future. 

Abraham Moon: A new approach to recruitment practices

Abraham Moon, a renowned textile manufacturer based in Guiseley in West Yorkshire, has historically relied on experienced professionals moving between textile businesses. However, recognising the need for fresh perspectives and innovative ideas, the company has shifted its recruitment strategy to attract and develop new talent.

Abraham Moon’s People Director Claire Burns said: “We recognise that to stay ahead, we need to bring in people who see things differently – who challenge traditional thinking and help us find new ways to work smarter and more sustainably.” This perspective underpins Abraham Moon’s focus on three key principles: Innovation through Diversity, Long-term Growth, and Sustainability, to enhance creativity and adaptability within its workforce.

The recruitment strategy at Abraham Moon is built around looking for candidates who are described as hungry, humble and smart. These attributes are seen as critical for thriving in a sector that values craftsmanship and innovation. “We look for people who are committed to learning, open to collaboration, and capable of thinking both practically and creatively,”’ Claire said. This shift represents a move away from traditional hiring practices that prioritized years of industry experience over potential and adaptability.

Abraham Moon’s Skill Development Programme plays a central role in nurturing this new wave of talent. Through a blend of technical training, digital skills development and leadership workshops, the programme equips new recruits with the expertise needed to excel in modern textile manufacturing. Training on sustainable practices and regulatory compliance further supports the company’s mission to lead responsibly within the sector. These initiatives are to develop individual capabilities, but also to strengthen the entire supply chain by embedding forward-thinking skills and sustainable practices across the business.

The new talent is having a real impact on the business, with Claire explaining that it is seeing enhanced innovation, reduced turnover rates, as well as significant cost savings in recruitment. Since introducing its new hiring practices, Abraham Moon has reported improved employee retention and a noticeable boost in creative problem-solving on the factory floor. Importantly, recruitment costs also dropped by £89k from 2023 to 2024.

ACS: Reshaping perceptions of textile employment

ACS Clothing, based in Glasgow is Europe’s largest circular fashion hub and a B Corp-certified, Disability Confident Leader. Chief Operating Officer Anthony Burns said: “We’re not just creating jobs; we’re redefining what a career in textiles can look like. Our investment in AI, robotics and sustainable practices is opening up roles that simply didn’t exist a decade ago.” This shift is reshaping perceptions of textile work, attracting tech-savvy, purpose-driven professionals who are eager to innovate within a traditionally hands-on sector.

Sustainability is a cornerstone of this new wave, with ACS committing to net-zero targets by 2030. Anthony explained: “Young professionals want to align their careers with their values, and sustainability is non-negotiable. Through rental, resale, repair and recycling, we’re extending garment lifecycles and drastically cutting waste.” This commitment, alongside a diverse and inclusive recruitment strategy that welcomes women in STEM, individuals with disabilities and people from disadvantaged backgrounds, is making textiles a compelling career choice for the next generation.

AW Hainsworth: Change comes from the top

Amanda Mclaren, managing director at AW Hainsworth, a textile manufacturer based in Pudsey in West Yorkshire, has implemented various changes since she joined the business in 2021, focused around leading with empathy, changing the narrative of textile manufacturing and bridging generational gaps within the team.

Amanda explains that the next generation of workers expects more than just a job – they expect a workplace that genuinely cares. She said: “When I built the budget for 2022, I allocated £20,000 for mental health support. People thought I was crazy at the time, but that investment became the foundation of our values.” She recognised that now employee well-being is increasingly prioritised, this couldn’t be a temporary gesture to underscore the company’s ethos of empathy and reliability.

“You can’t put counselling in and take it away the next year because it doesn’t fit the budget. That consistency is crucial – it’s how people build trust in you as an employer.”

The company has a full health and wellbeing programme including sessions on PMT and the menopause, counselling, occupational health support on site, as well as a lunchtime walking group and an evening run club.

This empathetic approach also extends to bridging generational gaps within the team. Amanda recalls the challenge of transferring decades of hands-on experience to new people. She gave an example of Mick, an experienced textile professional and Sam, a newer recruit: “Mick has been in the mill for years; his knowledge is priceless. But we had to make sure he felt comfortable passing that expertise to Sam – not as a threat, but as a legacy.”

“We want Sam to soak up that knowledge and bring it into the modern age – data, analytics, continuous improvement,” she said.

The other major change she made steps to change the perception of careers in textiles, offering reasons for new people to want to join the sector beyond just competitive pay.

Amanda said: “We wanted to show young people that they’re part of something bigger – a community, a family, a career in textiles right here in Leeds.” This vision is part of a broader CSR strategy designed to attract not just traditional textile workers, but those with specialist skills who wouldn’t typically consider the industry. One example is Danny, a former welding and project engineer. “If I had asked him to come into the mill back in 2021, he would have laughed – he couldn’t see how his skills fit.” But by bringing him and explaining the vision, he has now become an important part of the company and has since started to build out a wider engineering team.

Hainsworth also produces a printed quarterly newsletter which includes a wide range of content designed to inform, connect and involve staff across the business. It features:

• A letter from the managing director to reinforcing leadership visibility and company direction

• Updates on where fabrics are being used, showcasing the impact of the team’s work

• Progress on improvement works

• Coverage of charity coffee mornings and events

• A calendar of health and wellbeing activities

• IT tips to aid everyday productivity

• Photos from events such as the summer fun day, celebrating team culture

• Insight into wider company initiatives and sister businesses

• Marketing and product highlights

• Departmental and team news from across the organisation

• Personal contributions like staff recipes and pet photos

Together, this mix of business updates, practical tools and personal stories strengthens employee engagement by promoting transparency, recognition, connection and a sense of belonging.

Laxtons: Building a company for the future

In 2024, Laxtons transitioned to an Employee Ownership Trust (EOT) model, which was a significant milestone that secured the long-term independence of the business while empowering its team with a real stake in its future. Carly Smith, Sales & Marketing Director Designate, said: “This move has fundamentally changed how we operate. Employee engagement has surged, and there’s a new energy within the team. We’re also seeing more interest from candidates who are excited about joining an employee-owned business.” This shift isn’t just internal; it’s reflective of a broader trend. Young professionals increasingly seek more than just a job – they want meaningful careers in organisations that prioritise transparency, sustainability, and shared purpose. The EOT model allows Laxtons to embody these values in a tangible way, offering team members not just a role, but a voice in the company’s direction.

Laxtons sees this as is part of a larger evolution within the UK textile sector, where sustainability, digital integration and skills development are reshaping the landscape.

“Brands that take real action on sustainability are far more attractive to new talent – especially those entering the sector with strong ethical values,” said Carly. Similarly, technology is transforming every stage of the supply chain, from advanced machinery to real-time data analytics. This opens the door for digitally native talent to bring fresh thinking into traditional manufacturing. She said: “The industry is becoming more connected and data-driven, making it an exciting space for those with skills in tech and innovation.”

“We’re investing heavily in training because we recognise that the skills required today are not the same as those needed even five years ago,” said Carly. Laxtons has also worked on a new method of training using a combination of video, audio, and Augmented Reality/Virtual Reality components, to give new starters virtual hands-on experience of complex production processes while cutting average learning times.

The challenge of attracting new talent is also an opportunity to redefine leadership and legacy within the textile sector. At Laxtons, the move to an EOT model has strengthened its culture and positioned the company as an employer of choice for those seeking purpose-driven work. “We’re committed to building a culture where everyone feels invested in our success,” Carly concludes.

The Natural Fibre Company: Flexible work structures and employee development

The Natural Fibre Company, a British wool spinning mill based in Launceston in Cornwall, is redefining work-life balance with the introduction of a four-day working week. Launched in February 2024, what began as a trial suggested by the mill’s production team quickly expanded to the entire workforce. The results speak for themselves: increased productivity, lower sickness rates, and a more contented workforce. This move towards a more balanced work structure is a great perk but also part of a wider strategy that places employee well-being at the heart of the business. “We’ve seen a real shift in morale and focus,” said CEO Colin Spencer Halsey. “The team is more energised and committed, knowing that their time is respected both in and out of the mill.”

The business works closely with regional and national academic institutions such as Falmouth University on innovative, commercial projects. This provides new and interesting challenges for the existing workforce and opportunities for students and emerging talent in the region. In 2024, The Natural Fibre Company recruited a design assistant intern, a textiles and fashion design graduate from Falmouth University, as part of its apprenticeship scheme. Now a full-time member of the team, this new recruit benefits from ongoing workplace learning and hands-on training.

Since 2019, the mill’s in-house research and development trials have allowed team members to experiment with less familiar fibres and traditional blends, fostering creativity and technical expertise. Colin explains: “For young designers joining us, it’s not just about learning the craft; it’s about pushing its boundaries with real hands-on experience.”

Support from UKFT’s Young Textile Technician Fund has also enabled three team members to upskill with specialist dyeing and spinning frame technical training.

Permanent staff members are automatically enrolled in an employer-funded healthcare scheme, reinforcing the company’s commitment to good health and well-being. Additional benefits include a family and friends’ discount on company products, which aims to strengthen community ties and employee satisfaction. Despite its modest size of just 12 staff members, Colin said that The Natural Fibre Company has cultivated a close-knit, supportive work environment. This community spirit is reflected in the consistently positive feedback from customer surveys, highlighting both exceptional service and employee dedication.

Lochcarron of Scotland and Robert Mackie: Championing fair pay with the Living Wage

Lochcarron of Scotland, the world’s leading manufacturer of tartan, and Robert Mackie of Scotland, which produces fine quality knitted accessories, have officially become accredited Living Wage employers. This commitment ensures that everyone working at these companies receive a minimum hourly wage of £12.60, which is notably higher than the government minimum of £12.21 for those over 21.

Graeme Haddow, managing director at Robert Mackie, which employs over 80 people: “If [we] did not have the right team of employees, the Company would not be where we are today, so it is important to reward and value employees. By paying the real Living Wage, we think we do that.”

An employee from Robert Mackie of Scotland said: “Since receiving the real Living Wage, I feel more valued.”

For Lochcarron of Scotland, the decision to become a Living Wage employer is part of a broader ambition to support community well-being. This accreditation aligns with the goals of a local Action Group of Living Wage employers, working collaboratively to make the Scottish Borders a Living Wage Region. Managing Director Dawn Robson-Bell said: “I am incredibly proud to announce that we are now a Living Wage employer. This achievement reflects our ongoing commitment to supporting our team and creating a fair and respectful workplace for everyone. It reinforces our belief that investing in our people is the key to long-term success.”

Sarah Clark, HR Manager at Lochcarron, added: “Over the years, we have been committed to creating a workplace where everyone can thrive, and we are proud to have reached a major milestone by becoming a Living Wage employer,” she shared. “This achievement reflects our values and the incredible dedication, hard work and support shown by our entire team. While it directly benefits some of our colleagues, it is a positive step forward for all of us at Lochcarron of Scotland.”

Rewarding careers and a bright future

Through these bold strides, companies like Abraham Moon, ACS Clothing, Laxtons, AW Hainsworth, The Natural Fibre Company, Lochcarron of Scotland and Robert Mackie are redefining the future of the UK textile industry. By embracing innovation, adaptability, inclusivity and sustainable practices, they are building a sector equipped with the skills, resilience and vision needed to thrive for generations to come.