Call to end ‘wild west' of estate maintenance charges in Wales
A SENEDD committee has issued a scathing report on Natural Resources Wales (NRW), accusing the body of failing to uphold its environmental responsibilities and mishandling both public funds and public trust.
The report, published this week by the Senedd's Climate Change, Environment and Infrastructure Committee, raises 'grave concern' over NRW's decision to stop responding to so-called low-category incidents—including fly-tipping, minor chemical spills, and low-level water pollution.
NRW claims these incidents, which form the bulk of reports to its front-line teams, usually result in no serious environmental harm. The agency says it wants to focus instead on major breaches and preventative work.
But the Committee warned that such an approach risks allowing cumulative damage to the Welsh environment.
'We are gravely concerned that Natural Resources Wales is adopting a higher tolerance of risk,' the report states. 'Low-level pollution can still have a damaging impact, especially over time. This change in approach could result in real harm to our natural environment.'
Stretched resources, legal obligations
The report acknowledges that funding pressures have left NRW 'stretched too thin' to meet its legal duties. However, it insists that consistent enforcement and visible presence across Wales are essential.
Visitor centre closures criticised
The Committee also condemned NRW's decision to close three key visitor centres—at Bwlch Nant yr Arian, Ynyslas, and Coed y Brenin—without a clear plan to replace services.
Although NRW is now seeking commercial partners to take over food and beverage operations at the sites, the report states the closures were 'premature' and have damaged public confidence.
'New proposals should have been developed before the centres were closed,' the report says. 'We urge NRW to publish a clear timetable and communicate transparently with affected communities.'
£19 million tax blunder
A separate section of the report highlights a serious financial error. NRW's failure to correctly follow IR35 tax rules for contractors led to the Welsh Government being forced to pay £19 million to HMRC.
'This is a serious governance failure,' the Committee said. 'It is highly regrettable that taxpayers' money is being diverted from vital services to pay for such errors.'
NRW said it has since overhauled its procedures and used external consultants to avoid a repeat. But the Committee is calling for a full independent review and further reassurances.
NRW defends changes
In a statement issued on Tuesday (May 20), interim chief executive Ceri Davies defended staff and emphasised ongoing reforms.
'We are not standing still,' she said. 'We're focused on building a more agile and future-ready organisation. Our goal is to make sure every pound we spend delivers maximum environmental value.'
NRW confirmed it will prioritise incidents that pose the greatest risk to public health or the environment, with an increasing focus on prevention and compliance.
While some visitor centres are now unstaffed, public access to trails, car parks and play areas remains open. NRW says it is working with local businesses and communities to provide replacement services.
With Wales facing intensifying threats from climate change, biodiversity loss and pollution, the report concludes that robust and proactive environmental oversight is more vital than ever—and that NRW must urgently rebuild trust and capacity.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Business News Wales
3 hours ago
- Business News Wales
Time to Prepare for the Employment Rights Bill
At long last, the Employment Rights Bill (ERB) has a clear implementation roadmap. Welsh businesses finally have the clarity they need to plan proactively. With concrete dates to work towards, this isn't just about ticking boxes, it's about preparing tomorrow's workforce today. The question now isn't what's coming — it's what should employers in Wales do next? Understanding the Employment Rights Bill The ERB brings major changes, especially affecting sectors like tourism, retail, care, and hospitality, which rely heavily on flexible working arrangements. Here are the key measures and implementation dates: Immediately following Royal Assent Repeal of the Strikes (Minimum Service Levels) Act 2023 and most of the Trade Union Act 2016 New legal protections against dismissal for participating in industrial action April 2026 Doubling the maximum protective award for collective redundancies (currently 90 days' uncapped pay per employee) Introduction of 'Day 1' paternity leave and unpaid parental leave rights Enhanced protections for whistleblowers Establishment of a new Fair Work Agency Improvements to Statutory Sick Pay, including removal of the Lower Earnings Limit and the waiting period Simplified processes for trade union recognition Electronic and workplace balloting October 2026 Ban on controversial 'fire-and-rehire' practices, save for in limited circumstances Launch of a Fair Pay Agreement Negotiating Body for the adult social care sector Strengthened laws on tipping practices Duty to inform workers of their right to join a trade union New employer duty to take 'all reasonable steps' to prevent sexual harassment Extended trade union rights, including new rights and protections for trade union reps 2027 Gender pay gap and menopause action plans (voluntary from April 2026) New rights for pregnant workers New rights for bereavement leave Protections against zero-hours contract abuse, including for agency workers Regulation of umbrella companies Introduction of 'Day 1' unfair dismissal rights 1. Zero-hours contracts Zero-hours contracts will face new restrictions. Qualifying workers will have the right to be offered guaranteed hours, based on average hours worked over a typical 12-week period. Employers will also need to provide reasonable notice of shifts and compensate workers if shifts are cancelled or changed without reasonable notice. Employers should start by: Auditing current zero-hours and agency workers: who are your zero-hours workers? How often are shifts cancelled? Are you at risk of breaching future notice and payment requirements? Mapping out hours worked, reviewing existing terms, and assessing how many staff may soon qualify for new rights Updating employment contracts and policies accordingly – and communicating these changes transparently Preparing to offer more predictable schedules to build trust and long-term loyalty. 2. Unfair dismissal rights The ERB will make unfair dismissal protection a day one right, removing the current two-year service qualifying period. This increases the legal risk of early-stage dismissals, including those during probation. Employers will need to follow fair procedures from the outset, with clear documentation and rationale for any termination. With unfair dismissal set to become a day one right, employers may no longer be able to rely on a probation period or length of service as a buffer against legal claims. Now is the time for employers to: Review and tighten recruitment, induction, and dismissal procedures Train line managers to document performance concerns clearly and follow fair, consistent processes Update disciplinary and probationary policies to ensure procedural fairness from day one. Above all, early dismissals should no longer be seen as informal or low-risk; every decision must be justifiable, evidence-based, and fully compliant with the new provisions. 3. Statutory Sick Pay (SSP) The ERB removes the three-day waiting period for SSP, making it payable from the first day of illness. This will impact payroll and sickness reporting systems. Employers will need to: Update payroll, absence procedures, and internal communications to reflect this change Remove waiting period references from contracts and handbooks Standardise sickness reporting, ensuring clear employee notification and manager recording processes Verify systems can accurately track absences and statutory entitlements. Unpacking the Fair Work Agency (FWA): what will the new state enforcement agency for employment rights mean for HR teams from April 2026? For the first time, a single enforcement body will proactively monitor compliance with key entitlements such as holiday pay, statutory sick pay, minimum wage, and protections for zero-hours workers. The FWA will have the authority to inspect employers, request records, issue penalties, and act independently. For HR teams, this raises the bar on compliance. Accurate record-keeping, consistent processes, and contract clarity will be essential. Holiday pay calculations, especially for variable-hours staff, must be precise. Sickness and absence tracking should be standardised, and payroll systems must be watertight. Sectors such as hospitality, care, and retail – with higher use of casual labour – will be especially exposed to enforcement. With the ERB timeline now clear, there's no time to delay. By preparing now, employers can build stronger workplaces and stand out as responsible, future-ready leaders in the evolving UK economy.
Business News Wales
3 hours ago
- Business News Wales
People to Premises: The Real Challenges Facing Welsh Businesses Today
Over the past 15 years, I've worked with hundreds of businesses across Wales at every stage of their journey, from start-ups with big ideas to long-established firms looking to take that next bold step forward. No matter the sector or size, the same themes come up time and time again. Growth is rarely about a single breakthrough moment. More often, it's about navigating a series of very real, very human challenges and finding the right support at the right time to overcome them. I work for Business in Focus and in my role as a Relationship Manager delivering on the Welsh Government's Business Wales service, we help businesses to unlock their potential, whether that's through guidance on funding, strategic advice, or just being a sounding board when decisions feel overwhelming. But what's really striking, after more than a decade in business support, is that the core challenges businesses face haven't changed all that much. The first is people. Recruiting and retaining the right staff is consistently one of the biggest hurdles. Skills shortages in key industries, changing expectations around work-life balance, and the pressure of competing with larger firms make it hard for small and medium-sized businesses to build the teams they need. And when you can't find the right people, or keep them, it slows everything else down. We work with businesses to help them think differently about talent, improve their employment offer, and find ways to connect with local pipelines and skills initiatives. For a long time, the biggest issue after people was always finance. Accessing growth capital, particularly at reasonable rates or with the right repayment terms, was often the missing piece. Thankfully, things have evolved. We now have a broader funding landscape in Wales, with support from the Development Bank of Wales, UK Government funding, and other private and public options. That said, it can still be daunting to navigate, and that's where Business Wales makes a big difference by helping businesses understand their funding options, get investor-ready, and apply with confidence. But in the past few years, a new challenge has overtaken finance as the number one concern I hear from businesses, and that's property. Right now, the single biggest barrier to growth for many Welsh businesses is the lack of available commercial space. It's not just about affordability; it's about availability. Businesses ready to expand, recruit, and increase output are struggling to find units, offices, or industrial premises that meet their needs. I've worked with businesses occupying multiple smaller units because there simply wasn't a single suitable building available. In one recent case, a company using four separate units is in the final stage of funding to build a custom facility, thanks to the right support, they hope to be able to grow and scale on their own terms. Even better, those four units should then be freed up for other growing businesses. That's the kind of knock-on effect we need more of if we want Wales' economy to thrive. Through our work delivering the Business Wales service, my colleagues and I take pride in playing a part in these success stories. Our job is to sit down with business owners, understand their goals, and work with them to identify barriers and solutions. Every business journey is different, but the challenges are often shared. And so is the support. Wales is full of businesses with extraordinary potential. But potential alone isn't enough. You need the infrastructure, the networks, the advice, and the confidence to act. If your business is ready to grow or just needs a fresh pair of eyes to help figure out what's next—reach out to Business Wales. Business Wales is here to help and will support you every step of the way.
Business News Wales
3 hours ago
- Business News Wales
Welsh Food and Drink Producers are Innovative and Resilient
Over the past few years, the Welsh food and drink sector has undergone a remarkable transformation. From Brexit and the cost-of-living crisis to the aftershocks of the pandemic, businesses across the industry have had to navigate economic uncertainty, supply chain volatility and changing consumer behaviour. Despite these pressures, the sector has not only proven resilient but continues to thrive. According to Welsh Government figures, the industry grew by 10% in 2023, reaching a total turnover of £24.6 billion and employing 228,500 people, equivalent to 17% of Wales's total workforce. While inflation and interest rates are still influencing consumer habits, and producers continue to balance cost and value, the foundations are strong. With cautious optimism, the Welsh food and drink sector is poised for measured growth over the next few years. Celebrating Excellence at the 2025 Wales Food and Drink Awards The 2025 Wales Food and Drink Awards, held recently in Llandudno, were a true celebration of the sector's strength, innovation and dedication. With over 400 guests in attendance and almost 200 entries across 16 categories, the awards offered a dynamic snapshot of the sector's breadth and excellence. Hugh James was proud to sponsor the Food Producer of the Year Award, and I was delighted to present this year's honour to Wainwright's Bee Farm. Based in Ceredigion, Wainwright's has set a benchmark for sustainable honey production and ethical beekeeping. Judges praised the team for their deep-rooted passion and environmentally conscious approach, calling the win a well-deserved recognition in a fiercely competitive category. Special mention must also go to Robin Jones, Managing Director of Village Bakery, who received the Outstanding Contribution Award. A third-generation baker from Wrexham, Robin has played a pivotal role in building one of Wales's largest craft bakeries. Under his leadership, Village Bakery has expanded from a local family business into a global exporter and major employer, all while championing skills development and sustainability. Other 2025 winners included: Apprentice of the Year – Nicola Culkin (Coleg Cambria/Knolton Farmhouse Cheese) Artisan Business of the Year – Atlantic Edge Oysters Business Resilience Award – Cradoc's Savoury Biscuits Drinks Producer of the Year (5+ employees) – Penderyn Entrepreneur of the Year – Lord Robert Newborough (Rhug Estates) Exporter of the Year – South Caernarfon Creameries Farm to Fork Producer of the Year – Puffin Produce Innovation Award – Evan Evans Brewery Local Community Award – The Wrexham Lager Beer Co Rising Star of the Year – Tom Wickens (Plumstone Welshcakes) Scale-up Company of the Year – Pembrokeshire Creamery Small Drinks Producer of the Year (<5 employees) – Llanfairpwll Distillery Start-up of the Year – Porthcawl Distillery Sustainable Values Award – Rhug Estates Wales Food and Drink Champion – Blas ar Fwyd Awards like these matter. They give producers a platform for recognition, foster collaboration across the industry, and raise public awareness of Wales's world-class food and drink. For many businesses, this visibility can open doors to new partnerships, export opportunities and investment. Looking Ahead: Opportunities and Challenges The outlook for the Welsh food and drink sector is bright, but not without its challenges. Economic conditions remain mixed, with consumer spending still under pressure. Yet the fundamentals are strong. For example, export growth will be essential over the next few years. Wales produces far more food and drink than it consumes, so developing new international markets is key. While post-Brexit and regulatory hurdles remain, initiatives like the Export Cluster programme and new trade deals are opening new opportunities, especially in the Middle East, Asia and North America. Businesses that plan strategically and embrace compliance are likely to benefit most. Sustainability will also remain a defining trend. The Welsh Government is backing this shift with initiatives that support carbon reduction and environmental innovation. From renewable energy to plastic-free packaging, producers are already taking big steps, and consumers are rewarding those efforts. Innovation continues to thrive, both in product development and in process improvement. Health-conscious and sustainability-driven products are in demand, and Welsh producers are responding with new plant-based lines, functional foods, and 'free-from' ranges. Meanwhile, investments in automation and digitisation are helping businesses become more resilient and efficient. As consumer behaviour continues to shift toward authenticity, transparency, and ethical sourcing, Welsh producers are well placed to lead. Local provenance, rich storytelling, and a focus on quality remain powerful selling points, and Wales's food and drink brands are rich in all three. Finally, government support remains strong. With grant funding, trade missions, and training schemes all on the table, the next 12–36 months offer real opportunities for those ready to innovate and grow. Support initiatives such as the Food & Drink Wales Industry Board and the Export Action Plan for the Food and Drink Industry are central to guiding businesses through growth, internationalisation and innovation. Hugh James's support for the sector At Hugh James, we are proud to support the food and drink sector as it evolves and grows. Our sector-specialist team work with clients across the supply chain, from artisan producers to national brands, to provide strategic legal advice that enables growth, resilience and innovation. We have supported several key recent deals that reflect the sector's strength and momentum. These include: the refinancing of TGI Fridays, which helped safeguard 2,400 jobs across more than 80 UK sites; supporting Glamorgan Brewing Company, one of Wales's oldest and most respected independent breweries, in securing a major distribution partnership with LWC Drinks. This deal marked a significant moment for the Welsh drinks sector, enhancing market reach for a flagship Welsh brand and helping to sustain a proud brewing heritage. As consumer demand for local, craft beverages continues to rise, this kind of strategic collaboration demonstrates the strength and potential of Welsh producers; and advising Development Bank of Wales on its investment in Coffi Lab to support the brand's ambitious growth plans across the UK. These aren't just business transactions; they are long-term, strategic moves that protect jobs, heritage and community. The 2025 Awards were a powerful reminder of everything that makes the Welsh food and drink sector so exceptional: passion, innovation, resilience and a deep sense of place. At Hugh James, we look forward to continuing our support for the businesses that feed the nation and fly the flag for Wales around the world.
