South West Business Support Jobs in 2025: What the Data Really Says

If you work in Business Support, or you’re trying to hire admin and office staff – the headlines about the UK economy can feel confusing. Some days it’s “labour shortages”, other days it’s “job cuts” and “AI taking over admin roles”. 

So what’s actually going on for Business Support roles in the South West? 

As Cathedral Appointments specialist for Business Support, I’ve pulled together the key regional and national data and turned it into practical takeaways for both employers and candidates.

1. The South West is still a high employment region

Let’s start with the big picture. 

Across the UK, the employment rate for 16–64 year olds was around 75.0% in the July–September 2025 period.  Data from the ONS tells us what’s going on.   

In the South West, it was higher still: 

• Employment rate: 79.5% 

• Unemployment rate: 3.3% 

• Economic inactivity: 17.7%  

In plain English: most people in the region who want to work are working. That means: 

• Good candidates have options 

• Employers can’t rely on a “post and pray” approach 

• Well run recruitment processes and strong employer brands are critical 

For Business Support specifically, roles like Administrators, Office Managers, Receptionists, Coordinators and Team Assistants, that tight labour market is very real. These roles exist in almost every sector: professional services, manufacturing, tech, education, charities, tourism and more. When the regional economy is busy, demand for Business Support follows. 

 2. National headwinds: AI, caution and cost control

Zooming out, UK employers are more cautious than they were a couple of years ago. 

The CIPD’s latest Labour Market Outlook shows hiring confidence at a record low outside the pandemic. It also highlights an important nuance for Business Support roles: 

• 17% of employers expect AI to shrink their workforce in the next year 

• The roles most likely to be reduced? Clerical, administrative and junior professional roles  

So, you’ve got tension: 

• Regionally, the South West is still a candidate short market, especially in Business Support 

• Nationally, employers are under pressure to do more with less, think carefully about headcount and explore automation 

That mix is shaping the kinds of Business Support roles we’re seeing: 

• Fewer roles focused solely on routine admin tasks 

• More hybrid roles that blend admin, projects, customer contact and digital tools 

• Stronger focus on value-add: organisation, communication, problem solving and supporting growth 

Business Support roles are increasingly becoming the backbone of team coordination and operational efficiency.

3. What this means if you’re hiring Business Support staff

If you’re a South West employer, here are the key implications. 

a) Your competition isn’t just local

In a world of hybrid work, your ideal Business Support candidate might be choosing between: 

• A mostly office based role in Exeter, Taunton or Plymouth 

• A 2–3 days remote role based with a company in Bristol or even London 

Many Business Support professionals now expect at least some flexibility, even if the role is mainly office based. 

Practical tip: 
Be clear in your adverts and interviews about: 

• Working pattern (onsite vs hybrid) 

• Core hours and any flexibility 

• How your culture supports work–life balance 

Even one day a week WFH can significantly widen your candidate pool. 

b) Salary isn’t everything – but it needs to be realistic

Budget is tight for many organisations. At the same time, candidates are dealing with ongoing cost of living pressures, while pay growth nationally has started to cool.  

If you’re consistently losing your first choice candidate at offer stage, there’s usually a reason: 

• Salary band not aligned with the market 

• Package lacking basics (e.g. holidays, pension, progression) 

• Process too slow, so they accept another role 

Practical tip: 
Use a regional specialist (👋) to sanity check your salary ranges, and think “total value”: 

• Clear progression pathway 

• Training and development 

• Wellbeing support 

• Hybrid options 

• Company culture and stability 

c) Process needs to be human and fast

In a high employment region, Business Support candidates often juggle multiple processes. Long application forms, radio silence or five stage interviews are a quick way to lose them. 

Best practice for Business Support hiring: 

1. Shortlist within 3–5 days of advertising 
2. Interview within 1 week (ideally one strong, structured stage) 
3. Decide and offer within 24–48 hours of the interviews 
4. Give clear feedback and a warm candidate experience throughout 

You’re not just assessing candidates, they’re assessing you.

4. What this means if you’re a Business Support candidate

If you’re working in, or aiming for, Business Support in the South West, the data should give you confidence – but also a nudge. 

a) You have choices – so think strategically

With employment high in the region, strong Business Support candidates are still in demand.  That gives you room to ask: 

• Does this role give me skills I can build on? 

• Will I get exposure to projects or systems as well as day to day admin? 

• Do I like the culture and values of the organisation? 

Don’t just chase a small salary bump; think about your next 2–3 steps. 

b) Digital and AI readiness really matter

CIPD’s research shows that employers expect AI and automation to reduce some routine administrative tasks, especially at the junior level.  

That doesn’t mean Business Support is disappearing – but it is changing. 

The Business Support professionals who will thrive are those who: 

• Are comfortable with Office 365, CRM systems and collaboration tools 

• Use technology (including AI tools) to be more efficient and organised 

• Focus on the parts of the job that tech can’t easily do, building relationships, solving problems, coordinating people 

If you’re not sure where to start, upskilling in Excel, Teams, SharePoint and basic AI tools is a smart move. 

c) Your CV should scream “reliable and proactive”

In almost every Business Support brief I take, employers mention the same things: 

• Reliability and attention to detail 

• Strong communication (email, phone and in person) 

• Willingness to “muck in” and support the wider team 

Make sure this is obvious on your CV and LinkedIn: 

• Use examples: “Managed a busy shared inbox (100+ emails per day), triaging and responding within agreed SLAs.” 

• Highlight internal customers: “Supported a team of 6 consultants with diary management, travel and client documentation.” 
• Show impact: “Streamlined a manual filing process, saving approximately 3 hours per week.” How working with a specialist recruiter helps (for both sides)

Whether you’re hiring or jobhunting, using a local specialist like Cathedral Appointments can cut through a lot of noise: 

• We see salary trends in real time across Devon, Cornwall, Somerset and beyond 

• We can advise on market tested job descriptions and realistic expectations 

• We know which employers are investing in their Business Support teams and which aren’t 

If you’re an employer, that means better shortlists and fewer hiring surprises. 
If you’re a candidate, it means honest feedback and opportunities you might not see advertised. 

Quick takeaway 

• The South West remains a high employment, low unemployment region.  

• Business Support roles are evolving rather than disappearing. 

• Employers need to think harder about flexibility, process and development. 

• Candidates need to focus on digital skills, reliability and added value.