logo
Top Harper Adams student collects award at Royal Welsh Show

Top Harper Adams student collects award at Royal Welsh Show

A scholar aiming to use his graduate career to 'advocate for Welsh agriculture' has won the 2025 Harper Cymry/Royal Welsh Agricultural Society Student of the Year award.
Osian Richards, who grew up on his family's dairy farm in Llangadog, Carmarthenshire, spoke of how much the prize – and the show – meant to him after receiving his prize.
He said: 'Receiving the award at the Royal Welsh Show was an enormous honour. I've been attending the show since I was a child in a pram, and the show truly represents the heart of Welsh agriculture - and remains a highlight of my year.
'That personal connection made the award all the more meaningful.
'The award was established in memory of Bill Ratcliffe, who had deep ties to South Wales and the agricultural sector, and whose contributions were recognised with the Royal Welsh Silver Medal. To be associated with his award is incredibly special.'
Mr Ratcliffe, who was renowned for his outstanding contribution to the agricultural industry, was a Harper Adams University Fellow – and founder of the Harper Cymry alumni association.
Osian – himself a member of the Harper Cymry student society - has just completed the final year of his BSc (Hons) Rural Enterprise and Land Management degree.
He added: 'The award carries a bittersweet note, marking the end of my Harper Adams journey. But for me, it also stands as recognition of the dedication and hard work I've poured into my degree and university life over the past four years. Now, I'm excited to begin the next chapter, armed with the skills and support Harper and Harper Cymry have given me.'
Looking back at his time at Harper Adams, Osian added: 'The University has offered much more than an academic qualification.
'It created a unique atmosphere built on friendship, encouragement, and a real sense of community.
'From my lecturers to fellow students, I've felt supported throughout my journey. I'd especially like to acknowledge the REALM lecturers in my second and final year; their dedication and guidance went far beyond expectation.
'Academically, the course was both challenging and rewarding. Its emphasis on practical application and real-world scenarios means I've gained knowledge and skills I know will serve me well professionally.
'The placement year also played a key role in strengthening this foundation.'
It was while on placement that Osian discovered a taste for auctioneering – something which he is hoping to hone further in his first graduate role.
He added: 'Having grown up on a pedigree dairy farm in South Wales, I'd heard of Gwilym Richards & Co. The firm - and Gwilym Richards himself - are well respected within the dairy industry, so the choice felt natural.
'My placement offered a wealth of experience, from handling compensation claims to managing rentals and conducting valuations. I also had the opportunity to auctioneer under Gwilym's guidance, a skill that has since shaped my career ambitions.
'The placement allowed me to apply classroom theory to practical scenarios and ultimately helped me secure a graduate role. The placement year gave me a taste of industry and made me want to work harder in my final year to secure a place within the industry.'
Having returned to University, Osian applied himself keenly to his final year studies – and during that final year, also secured his first graduate role.
This gives him both a chance to test his auctioneering skills, and an opportunity to speak up for Welsh farming.
He added: 'During my placement year with Gwilym Richards, I worked in conjunction with Greenslade Taylor Hunt, a property and auction specialist - and from there, I have secured a graduate surveyor and auctioneer position which starts this August at Sedgemoor.
'In the future, I'm particularly keen to stay connected with the dairy sector and hope to specialise in dairy cattle due to my dairy upbringing.
'I'll be based near Redhill, close to Bristol and Sedgemoor Market, one of England's largest livestock markets - which gives me a great platform to advocate for Welsh agriculture in a dynamic setting.'
Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

Beer giant is giving out FREE pints this weekend at pubs across the UK – is your local one of them?
Beer giant is giving out FREE pints this weekend at pubs across the UK – is your local one of them?

Scottish Sun

time2 hours ago

  • Scottish Sun

Beer giant is giving out FREE pints this weekend at pubs across the UK – is your local one of them?

All you need is a bottle cap bottoms up Beer giant is giving out FREE pints this weekend at pubs across the UK – is your local one of them? Click to share on X/Twitter (Opens in new window) Click to share on Facebook (Opens in new window) STELLA Artois is handing out free pints in boozers across the country to celebrate International Beer Day The larger legend is making the bold move to give a little lift to pubs struggling to stay afloat after nearly 300 closed their doors last year. Sign up for Scottish Sun newsletter Sign up 1 Stella Artois is backing the struggling pub industry If you're thirsty for a free bevvy, Stella just needs one thing from you: a beer bottle cap. Bring your top into your participating local and swap it for a perfectly poured pint. The Perfect Trade initiative will run all weekend long, including Saturday, 3 August, with participating pubs lined up across North London, Soho, Southwark, and Manchester's Northern Quarter. Behind the bar is Anheuser-Busch InBev, the brewing powerhouse behind Stella, which says the pint-for-a-cap idea isn't just about beer – it's about backing local pubs that are fighting to stay afloat. And with hundreds of UK pubs calling last orders for good in 2024, it couldn't come at a better time. 'The perfect serve of Stella Artois is enjoyed in a chalice at bars and pubs – it's where the brand was built, and where real connections begin,' said Jessica McGeorge-Stevens, AB InBev's Europe global brands marketing director. 'Bring a beer cap, get a pint on us, and raise a glass to your local pub.' And it's not stopping there. Stella's also rolling out the 'Perfect Trade Machine' – a quirky beer cap-activated device popping up in London and Manchester. Drop in a cap, and out pops a voucher for a free pint. The End of Jaspels: Popular Welsh Cider Brand Closes After 8 Years It's all part of Stella's push to celebrate the 'Perfect Serve' – their signature way of pouring a pint, right down to the branded chalice facing forward. Pubs in the UK, once the heart of communities and a symbol of British social life, have been closing at an alarming rate over the past decade. While the pandemic intensified many of the pressures, the decline began well before COVID-19. A complex mix of economic, social, and cultural factors has made it increasingly difficult for pubs—especially independents and rural establishments—to survive. One of the key reasons is rising operational costs. From soaring energy prices to increased alcohol duty and business rates, running a pub has become financially unsustainable for many owners. At the same time, the price gap between supermarket alcohol and pub prices has widened dramatically, encouraging people to drink at home rather than pay a premium for a pint at the local. Younger generations are also drinking less alcohol overall, and the traditional model of the local pub as a daily or weekly gathering spot is no longer as culturally relevant. People's social lives are more fragmented and increasingly online, while the dominance of chain pubs and bars in urban areas has edged out the characterful but less financially robust independents. There's also the impact of property development. Many struggling pubs have been sold off to developers and converted into flats, convenience stores, or office space—often with little resistance due to weak planning protections. Once a pub closes, it's rarely replaced. The loss is not just economic, but social; in many communities, the pub is one of the last remaining communal spaces. BrewDog closed nine of its iconic pubs last week - including its flagship branch in Aberdeen. CEO James Taylor blamed "rising costs, increased regulation, and economic pressures" for the closures.

Welsh Fire's £84.6m Valuation Signals Cricket's Welsh Revival
Welsh Fire's £84.6m Valuation Signals Cricket's Welsh Revival

Business News Wales

time3 hours ago

  • Business News Wales

Welsh Fire's £84.6m Valuation Signals Cricket's Welsh Revival

Cricket in Wales is undergoing a remarkable transformation, fuelled by a record-breaking valuation of the Welsh Fire franchise and a renewed sense of ambition from Glamorgan Cricket Club. Welsh Fire, one of the eight city-based teams in The Hundred competition, recently secured a staggering enterprise valuation of £84.6 million, more than double the initial expectations set by the England and Wales Cricket Board (ECB). The figure has exceeded industry forecasts and outpaced more established cricket centres, including Edgbaston, despite Cardiff's smaller population and Glamorgan's more modest commercial footprint. For Glamorgan Cricket Club, the only first-class county in Wales, the valuation is not just a financial milestone, it marks a new era. 'This is a transformational deal for Glamorgan,' said Mark Rhydderch-Roberts, Chair of the Club. 'Without a franchise, we risked becoming an also-ran in the modern cricket landscape. With Welsh Fire, we now have the platform to compete, grow, and put Cardiff and Wales firmly on the global cricket map.' Mark credits Cardiff's growing reputation as a world-class event city, the development potential of Sophia Gardens, and Welsh Fire's status as the only franchise representing a nation as key drivers behind investor interest. 'We always believed in the value of what we had,' he said. 'And now the world is starting to see it too.' Glamorgan's Chief Executive, Dan Cherry, believes the momentum will extend well beyond franchise cricket. 'Our overall vision is to make Wales proud of everything we do, on and off the field,' he said. 'This is a chance to reignite ambition, build pathways for young Welsh players, and start producing international stars once again.' The last Welsh player to represent England was Simon Jones, whose heroics in the 2005 Ashes series remain legendary. Dan hopes the next generation won't have to wait as long. 'We want to see young Welsh boys and girls playing for Welsh Fire, for England, and in franchise competitions around the world. This investment gives us the means to make that a reality.' Everyone associated with the club agrees that the opportunity isn't just about elite performance. It's about building a legacy for the game in Wales, growing participation, improving facilities, and inspiring communities. With financial confidence, renewed cultural relevance, and a clear strategic vision, cricket in Wales is experiencing a genuine revival. Welsh Fire's valuation may have surprised the market, but for those inside Glamorgan, it simply confirmed what they already knew: Welsh cricket's future burns brighter than ever.

Time to Prepare for the Employment Rights Bill
Time to Prepare for the Employment Rights Bill

Business News Wales

time13 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.

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into a world of global content with local flavor? Download Daily8 app today from your preferred app store and start exploring.
app-storeplay-store