How do we tackle the UK skills shortage? Seriously?
Zack Emmerson, Managing Director
Two thirds of the UK's heat pump installers are over 45. Two thirds.
The government wants 600,000 installations a year by 2028 but we only managed 60,000 last year.
On top of that, 73% of people in the industry don't think we have enough qualified workers to hit the target.
EV chargepoints, smart meters, solar PV are all running into the same wall. Just not enough people coming through. Sounds familiar, right?
The average age of engineers leaving the Gas Safe Register is 45.2. The average age of those still on it is 45.4. The people going and the people staying are basically the same age.
Skills shortage. Skills shortage. Skills shortage. Yeah, we're all aware by now. Unless you've been living under a rock. But it's not the full problem, and it's definitely not the solution.
You've got an aging workforce, ropey training access with oversubscribed waiting lists, conflicting accreditations, regulations & a weak pipeline at the front end all at once. Tough. But not impossible.
I remember taking a call a while back from a young lady who wanted to know about energy apprenticeships. It wasn’t my remit. I was running a permanent desk that only dealt with experienced hires. Still, I spent time with her anyway. No idea what became of her in the end, but just shrugging and pointing her at a website feels like a cop out.
Top recruiters know this stuff pays dividends. Even if it’s not a placement for you today, sharing real knowledge, pathways, a couple of decent contacts can make all the difference. Because whether you like it or not, every conversation positions you as the face of the sector and the clients you work with. Get it wrong and people slowly evaporate. Get it right and you’re building the pipeline for tomorrow. See the bigger picture.
It's a big responsibility.
Every single chat with a candidate is someone's first real taste of whether this industry is worth bothering with.
On the positive side, the government has finally started to get its arse in gear with the Growth and Skills Levy and that actually helps. In electrical and energy trades, apprenticeships are often the only realistic route in if you don't already have experience. They matter for hitting the net zero targets that are supposed to be law.
But we need to do more.
We need much better connections between everyone. Plenty of employers would take on apprentices but don't know good training providers.Training providers have keen applicants but weak links to real jobs. Candidates don't even know who to call first. Getting those three groups talking makes a real difference.
We also need to get serious about pulling people in from outside the usual pool. Target ex-forces looking for a career change, people moving from other industries, and yes far more women and people from underrepresented backgrounds. Not for optics. But because the research is clear: when you're in a minority on site it gets lonely fast. You're more likely to leave. A bit of active encouragement and proper onsite support helps everyone. You can't argue with the numbers.
These challenges aren't going to fix themselves. It takes recruiters, employers, and training providers actually talking to each other and taking some responsibility.
Source(s):UK Government Heating and Cooling Installer Study (2023) · City Plumbing Taking the Temperature Report (2024) · DESNZ / MCS Data (2025) · Heat Pump Association Workforce Report (2024) · Nesta Heat Pump Installer Research (2024) · Energy & Utilities Alliance Written Evidence to UK Parliament (2024)
