Entrepreneurs in the Galician wine sector point to several pressures weighing on the workforce: scarce job opportunities for young people, a slow generational shift, shifts in work culture between seasoned employees close to retirement and newer entrants, and the demanding nature of farm work. The region’s wineries report ongoing difficulties in sourcing skilled labor at harvest time, a situation that threatens production schedules and profits.
“The older generation is stepping back,” notes Lisa Vázquez of Godeval Wineries. “In the past we had about 50 workers; this year we posted 50 advertisements, and only five respondents came back,” she laments. “The hiring pitch is tough, yet we offer competitive pay and good conditions,” she adds. Vázquez traces the trend to a long arc—eight years of economic stress. During the crisis, workers stopped responding, and even as inquiries started in May, many later withdrew from potential roles.
Regional patterns also matter. Labor shortages hit harvests at different times across neighborhoods, complicating planning for multiple firms. Francisco Bello, president of the Galician Agricultural Society, explains that the warning signs began to appear around 2018 and 2019. He attributes part of the problem to stricter Department of Labor inspections, which deter many workers who rely on seasonal harvest jobs. He also notes a drop in student participation, as university attendees traditionally filled harvest shifts before the new semester begins to earn extra money or help families.
“The situation is worsening,” warns Juan Vázquez of Bodegas Martin Kodaks. Yet he remains pragmatic. He observes that hotel staff still have work at the end of August, avoiding unemployment in that segment. Vázquez contends that the reduced pace of harvesting does not mean a drop in efficiency or output. In response to labor gaps, his team has relied on temporary employment agencies to supplement staff, while maintaining a workforce of around 500 employees—many of whom work across his winery and vineyards.
Javier Pelaez, the Marquess of Vizhojachoose, pursues a different tactic. He runs periodic recruitment drives, including poster campaigns, and travels frequently, so the phone rings with offers every year. When it takes longer to fill the roles, he notes, from ten days to a month, but the system still yields results through proactive outreach.
Production model change
Bello indicates that imports from Portugal were used to bridge the labor gap, though regulatory and bureaucratic hurdles soon made that route less reliable. He adds that labor reform has not produced the hoped-for relief since many harvest jobs remain seasonal. He also observes that the higher minimum wage increased costs without delivering proportional benefits, creating a strain for some operations.
Looking ahead, Bello believes the key lies in mechanization. He estimates that Galicia could rely on around ten thousand workers for harvest-related tasks, with large wineries already testing advanced equipment. The technology shows promise, but it requires careful handling to prevent grape damage as the sector adopts new machinery.
Temporary employment agencies to save wine
Across the sector, agencies staffed with temporary workers often provide the critical surge needed during peak harvesting. Some agencies, like Nortempo and Synergie, report fewer barriers to filling roles, yet others observe the same pattern of tight labor markets. Eurofirms, for instance, notes ongoing hiring difficulties. Vanessa Fernández, from the Vilagarcía de Arousa office, attributes the shortfall to a robust market for winemaking, which raises demand for skilled professionals. While she keeps specifics about requested worker counts private, she reassures wineries that staffing can be scaled to meet seasonal needs despite elevated challenges in recent years, thereby helping to stabilize production timelines.
In this climate, the wine sector relies on a blend of traditional hiring channels and flexible staffing strategies to keep bottling lines moving and vineyards tended. The overall message from industry leaders is clear: adapt quickly, plan for variability, and invest in longer-term solutions that balance labor availability with the needs of a demanding harvest season. This approach helps maintain product quality and operational continuity even when labor markets tighten.