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BRITISH FROZEN FOOD FEDERATION NAMED BEST TRADE ORGANISATION AT 2025 FMT FOOD AWARDS

The British Frozen Food Federation (BFFF) has been named Best Trade Organisation at this year’s Food Management Today Industry Awards, marking a major recognition of our continued leadership, innovation and advocacy for the frozen food sector.

 

This is the second time BFFF has received the prestigious accolade, having previously won in 2023. The award, which celebrates excellence across the UK’s food manufacturing and retail industries, is voted for by industry peers and reflects our outstanding work in representing the interests of its members and driving the frozen food agenda forward.

 

The 2025 Food Management Today Industry Awards took place on June 26 in London and brought together leading names from across the sector to honour innovation, service and performance.

 

Rupert Ashby, chief executive of the BFFF, said: “We are honoured to be named Best Trade Organisation again. This award is a testament to the passion, expertise and commitment of our entire team and membership. Over the past year, we’ve continued to champion the benefits of frozen food, influence policy, and provide real value to our members through events, insight and advocacy.

 

“Frozen food has a huge amount to offer in terms of offering people nutritious, affordable and convenient meal solutions – with an increasingly impressive diversity of choice and level of quality – as well as helping cut food waste. We’re incredibly proud to be the industry’s flag bearer at a time when it’s so important that we shout about these benefits.”

 

The award comes at a time of change for the frozen food industry, as supply chain disruption and regulatory change continue to cause challenges, and a potential move away from the long-established temperature standard of -18 degrees could be around the corner. The BFFF has been a key source of insight and support for businesses right across the frozen food supply chain.

Rumours For References: How Should Employers Respond to Unsubstantiated Claims?

Unsubstantiated claims against candidates can cause disruption during a hiring process, leaving HR professionals in an especially difficult position. With the digital era prompting social media to pour further fuel on the flames, unproven rumours can be tricky to pursue yet impossible to ignore.

If not handled correctly, businesses can later be found liable, and what may have begun as idle gossip risks spiralling into a damaging lawsuit on the grounds of discrimination or libel. So, what should HR professionals do when faced with claims that haven’t been formally raised?

Unproven doesn’t mean unimportant

While the severity of allegations will vary, it’s important for HR to strike the right balance between remaining vigilant yet delicate throughout the hiring process. It can be easy to assume that claims not raised officially can be brushed under the carpet, but this only risks them re-emerging later in a more damaging form.

Early investigation makes a difference

Any allegation should be addressed quickly. When raised at an earlier stage of the hiring process, HR professionals have the advantage of time – but must use it wisely.

By acting on the first sign of allegations, rumours can be either dismissed or investigated more effectively, preventing potential damage to the business before the candidate becomes associated with the company’s reputation. A thorough investigation that creates a clearer picture of an originally vague rumour will help HR teams achieve this.

Social media checks as a first step

One route helpful for investigating a potential candidate, particularly in early stages, is a social media check. Depending on the severity of the rumour, jumping straight to employer references may expose the claim while it remains unproven, which risks lengthy legal disputes. However, basic online research may be all it takes. Reviewing a candidate’s digital footprint can quickly identify any issues that may cause concern if the individual were to be hired.

Later-stage rumours are harder to manage

If rumours arise at a later stage, it becomes harder to part ways with candidates who are strong contenders for the role. Once expectations are set and the individual is more engaged with the team, HR professionals will need a clear view of the allegations to support any further action. At this point, other candidates may be awaiting responses, and the business still faces the pressure of filling a key role. These time pressures make quick action essential, but the legal risk involved means the right action must be taken.

Unproven allegations must be treated carefully.

Relevance to the role is important

Depending on the outcome of the initial investigation, HR teams should be alert to any issues that relate to the nature of the role or the sector in question. Conflicts of interest or controversial views can be red flags, particularly if hiring the candidate could expose the business to risk. For example, rumours around mishandling money will warrant particular scrutiny in roles involving finance.

Bringing the issue to the candidate

Another possible route is to raise the allegations with the candidate, either generally or directly. General communication with all candidates at the outset of recruitment is important, and this includes outlining internal policies and any sensitivities that apply to the sector or role. Candidates can then flag any concerns early on.

Where needed, raising a specific concern later in the process may help clarify the origin of the rumour. However, this must be handled carefully; the issue should be raised sensitively and the candidate must not feel ambushed.

References are not a starting point

If rumours are proving difficult to investigate even when other avenues have been exhausted, reference providers can be consulted in order to gain clarity. This can be a quicker route to uncovering details but it should by no means be a first port of call. Making an unproven rumour public to employers, for example, risks the business facing legal claims such as libel.

The importance of keeping records

At every stage, HR professionals must keep documentation up to date and accurate. The timeline of how the allegation developed, and the company’s response, should be clearly recorded. Even when an investigation is seemingly closed, the information may become important again if the issue re-emerges (or if a candidate takes legal action claiming the matter was not handled appropriately).

Without proper records, much of the effort taken to investigate may be undermined.

Serious attention for unverified claims

While often volatile, unsubstantiated claims in recruitment require prompt and careful attention. HR professionals have a key role to play in protecting the business’ reputation.

Understanding the routes available is one thing — but knowing how and when to apply them is just as important. Each claim must be approached on its own terms, depending on the company, job role, and stage of the process. In many cases, relevant information may already be publicly available.

With the right steps, HR professionals will be better equipped to extinguish the flames that unsubstantiated claims can start.

IMPORTANT: PHASE 3 OF ‘NOT FOR EU’ LABELLING COMES INTO FORCE TUESDAY 1ST JULY

Defra have today (27.06.25) issued the following reminder to industry:

If you are moving goods from Great Britain to Northern Ireland via the Northern Ireland Retail Movement Scheme, and those goods are in scope of Phases 1, 2 or 3, they must be individually labelled ‘not for EU’.

If goods are moved without the appropriate labelling they will be rejected. We intend to partially reject unlabelled goods where it is practically viable to do so to ensure that eligible goods may continue to move to their intended destination. If your goods are rejected, you will be contacted by DAERA to inform you of this decision and asked to make the necessary arrangements at your own cost to return your good(s) to Great Britain.

You can find guidance on Phase 3 labelling requirements here: Labelling requirements for certain products moving from Great Britain to retail premises in Northern Ireland under the Northern Ireland Retail Movement Scheme – GOV.UK

For any other queries regarding ‘not for EU’ labelling which cannot be answered through the guidance please contact our mailbox: ni.trade@defra.gov.uk

Handling Post-Employment Debt: HR and Legal Considerations

Has your former employee left you with debt?

Whether it’s unpaid salary sacrifice arrangements, overpaid wages, excess holiday pay, or clawbacks on maternity / paternity benefits and sick pay, employers face a real risk of financial loss if these situations aren’t properly managed.

Join our legal experts Jayne Gardner and Ewan Carr for a practical session focused on helping HR and finance leaders put in place robust processes and avoid legal pitfalls when employees leave with outstanding liabilities.

In this session, we’ll explore:

  • What debts an employee may owe at the end of employment – including salary sacrifice, overpayments, and advance leave
  • What your current internal process should cover – and where the common gaps are
  • Legal considerations for recovering debts lawfully (e.g. contract terms, deductions from final pay, consent)
  • How to minimise disputes and protect your organisation
  • What third-party legal support can offer when internal steps aren’t enough

Who should attend?

HR professionals, finance managers, payroll leads, in-house legal teams, and business owners who are responsible for managing employee exits and safeguarding organisational finances.

Register now to ensure your internal processes are sound – and your business is protected.

BIDFOOD’S DR ANDY KEMP RETIRES AFTER TWO DECADES CHAMPIONING FOOD AND FAIRNESS

Dr Andy Kemp FIH MBE, Executive Director at Bidfood – one of the UK’s leading foodservice providers – will retire at the end of June after more than 20 years with the business and a remarkable career spanning over four decades.

Widely recognised as one of the most influential figures in UK Foodservice and Hospitality, Andy’s retirement marks the end of a pioneering career that has left a lasting impact on the industry.

Recently named Outstanding Supplier Personality of the Year at The Caterer’s Supplier Awards, Andy is celebrated not only for his commercial leadership, but also for his unwavering commitment to social impact – from tackling food insecurity to nurturing the next generation of industry talent.

During his tenure, Andy has been instrumental in shaping Bidfood’s customer and community strategies, spearheading initiatives with government, education providers, and charities that have driven positive, transformative change across the UK.

Since joining Bidfood in 2000, he has championed critical issues such as holiday hunger, universal infant free school meals, and nutritional standards in Education. His tireless campaigning has helped secure better outcomes for vulnerable children while pushing for systemic improvement within public sector catering.

Beyond his work at Bidfood, Andy has been a dedicated supporter of industry charities including Springboard and Hospitality Action. He has played a pivotal role in the Chaine des Rôtisseurs’ Young Chefs and Young Sommeliers’ National Awards, earning the organisation’s highest honour, Paré de Chaine. He also supports FutureChef, the Michael Caines Academy, and is co-founder and Board member of the One and All Foundation.

A particular point of pride in Andy’s career has been serving as the grantee and Royal Household liaison for Bidfood’s Royal Warrant of Appointment – an honour the company has held for over 25 years. Reappointed by His Majesty King Charles III in December 2024, the Warrant recognises Bidfood’s excellence in supplying the Royal Household. Andy recently passed the grantee responsibility to Bidfood UK CEO, Andrew Selley.

While he is stepping back from his executive role, Andy will remain a passionate advocate for the sector through his ongoing work with the All-Party Parliamentary Group (APPG), the Local Authority Catering Association (LACA), and the University of West London.

Gavin Squires, currently Business Development Controller for Healthcare, Education and Consortia, will continue to build on Andy’s legacy, championing better funding and support for school meals and holiday hunger in the education sector.

Looking ahead to more time with his wife and family, Andy leaves behind a powerful legacy that will continue to shape the future of the Hospitality industry.

Commenting on his retirement, Andy said:

“It’s been an extraordinary journey – one that’s taken me from the shop floor to the corridors of Parliament, always with a passion for making a difference.

“I’ve been privileged to work alongside some of the most dedicated and inspiring people in this industry, and to fight for causes that truly matter – from child nutrition to supporting future talent.

“The foodservice sector is more than a job; it’s a community, a family, and a force for good. I feel incredibly proud of all we’ve achieved together.”

Andrew Selley, CEO of Bidfood UK, said:

“Andy has been a key figure in our business and one of our longest-serving directors, as well as a passionate advocate for the wider industry.

“His dedication and influence extend far beyond Bidfood. He’s been a voice for fairness, nutrition, and education. We’re incredibly grateful for everything he’s achieved and proud to have worked alongside him. We wish him a long, happy, and well-deserved retirement.”

ENDS

 

For further information, please contact: Olly White, Senior PR Executive, Bidfood

T: 07514313535 or E: oliverwhite@bidfood.co.uk

 

About Bidfood

As one of the UK’s leading foodservice providers, we share our customers’ passion for great food.

But our passion doesn’t stop there. We are also 100% dedicated to delivering service excellence to help our customers succeed and grow.

 

  • Our over 10,000 strong product range includes the best of both own brand and leading foodservice brands.
  • Our 27 depots, soon to be 28, operating right across the UK allow us to offer a truly unique local service – and the majority of our depot teams are no more than 80 miles away from their customers.
  • We offer a comprehensive range of over 250 carefully selected wines, beers, ciders and spirits.
  • We don’t stop at just food and drink. We also provide a range of quality catering equipment, from cutlery to cookware, cleaning and disposables.

 

www.bidfood.co.uk / 01494 555 900

TESCO SECURES FREE FROM FOOD AWARDS 2025 ACCOLADE

Tesco has clinched the prestigious ‘Retailer of the Year’ title at the Free From Food Awards 2025, recognised during a vibrant celebration of innovation and excellence at the best in free from party in London.

The Free From Food Awards stand as the UK’s premier industry event dedicated to ‘free from’ food and drink. Since its inception in 2008, the awards have spotlighted cutting-edge products and inspired the industry to push boundaries, making free from options more accessible, safe, and delicious for everyone.

Sponsored by Oakland International, long-standing supporters of the free from movement, Tesco’s Retailer of the Year win highlights their outstanding commitment within Free From and across many of their main category ranges too. This accolade is awarded to the retailer whose products consistently score highest across all categories, a true mark of quality and innovation.

Among the night’s other standout winners was Kitt Medical, whose ‘it’s a defibrillator, but for allergies’ wall-mounted [anaphylaxis] kit revolutionises allergy management. The kit is stocked with adrenaline pens and features a smart platform that monitors expiry dates, triggers replacements, and offers a CPD-accredited training course.

Oakland International Co-Founder and Retailer of the Year category sponsor, Sallie Attwell, shared her enthusiasm.

“It’s fabulous to see how the awards and free from products have grown and evolved over the years, and great to see a number of our customers entering, winning, and mingling at the awards ceremony.

“It’s a privilege to sponsor these awards and to celebrate the remarkable progress being made in the free from sector.”

A Certified B Corporation business Oakland International is a leader in direct to consumer, case consolidation, contract packing, storage and distribution, food tempering and brand development support for all types of food, serving various markets in the UK and Ireland. They are also experts in saving food and non-food products from being wasted via their distress load management service and are aiming to be the first in their sector to reach net zero.

Awards’ CEO Cressida Langlands commented [on Tesco’s win]: “It’s wonderful to see frozen back on the agenda, a greater front of store offer, and their new range of finest* free from pasta.”

“Every year we see the same commitment from the industry to making safer, healthier and more delicious products for the food hypersensitive consumer, and 2025 is no exception.”

The full list of winners can be found on the awards website: https://freefrom.evessiocloud.com/fffa2025/en/page/results-archive#/

<Ends>

Image details: Free From Food ‘Retailer of The Year’ 2025 award winners, Tesco’s Ashton Smith, Jen Clarke, Oakland International Co-Founder Sallie Attwell, and Tesco’s Danielle Simpson, Cat Eccles, Lee Richards, and Catherine Rose-Bloom.

Company details:       Oakland International Limited UK: +44 (0) 1527 596 222

e: sales@oakland-international.com  www.oakland-international.com

 

For all Oakland International media enquiries please contact Kathryn Watts

m: 07970 547469 e: k.watts@evopr.com – If you do not wish to continue to receive press releases in the future, please let me know and I will remove your address from my distribution group.

Member Benefits

Exclusive Partnership deals on key products and services:

  • BFFF energy deals and rates
  • Vypr member deals and introduction
  • Defib Plus deals
  • Company Shop – membership
  • Mentor – MHE training health check

Exclusive access to networking opportunities and events:

  • Meet the Buyer events (retail & foodservice)
  • Annual Business Conference with networking dinner
  • Specialist H&S and Technical Conferences
  • Special interest groups (packaging, frozen food temperatures)
  • Annual Lunch
  • Awards Night
Upcoming Events More Events
Sponsorship Packages

We offer a range of sponsorship opportunities to BFFF members across our events throughout the year, with flexible packages that can be tailored to suit your business objectives.

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what our members say...
  • Wakefield Council

    “What an amazing piece of work and indicative of how BFFF respond to the concerns of their members and make an impact on the whole industry sector.”

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  • Sysco

    “You guys really ‘Do The Right Thing’ for the good of the industry”

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  • Darta

    “The BFFF awards night is becoming an “appointment not to miss” on our calendar and we again enjoyed it immensely together with lots of well-known people from our industry. The…

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  • Kantar Worldpanel

    “The Business Conference was an excellent day that was very well organised and allowed so many likeminded individuals in the room to learn so much more around the Frozen industry….

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  • Lakeside Food Group Ltd

    “This Not For EU labelling situation alarmed us and quickly became a major worry to our business. These are times when you really rely on some support and from previous…

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  • Meadow Vale Foods Limited

    “We had a few questions with respect to the new EPR waste packaging legislative changes. I know some of my colleagues have been assisted by BFFF in the past so…

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  • Newberry International Produce Ltd

    “I am writing to express my heartfelt gratitude for the outstanding event you organised. I have only worked in this sector for the past nineteen months coming from twenty-five years…

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  • Place UK Ltd

    “The BFFF 2024 Conference was compelling and thought provoking, with a many relevant and interesting topics covered at great pace and some depth by excellent speakers – will certainly attend…

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  • Roswel Spedition GMBH

    “Thank you and the team for rushing around so brilliantly before, during and after the conference. It was pleasure to be part of the conference.”

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  • Seara

    “The event was great, in my opinion. Not only it was very well organised, but the venue and the catering were excellent too. Furthermore, the content of the presentations was…

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