The UK Gas Skills Shortage: Where It Hurts and How to Plan Around It

Anyone hiring in the UK gas sector knows the feeling. The role is approved, the project is ready, and the right people simply aren't available. The gas skills shortage isn't new, but several pressures are now landing at the same time.

Here's where the shortage bites hardest, and what you can do to plan around it.

Why the shortage is getting worse

• An ageing workforce. Many of the most experienced engineers, supervisors and technicians are approaching retirement, taking decades of knowledge with them.
• A heavy programme of work. Distribution networks are continuing to replace ageing iron mains, and the RIIO-3 price control, which began in April 2026, sets out another five years of network investment.
• Competition from other utilities. Water companies are delivering large investment programmes, and electricity networks are expanding quickly to connect renewables. They recruit from the same pool of civils, mechanical and EC&I people.
• New work from the energy transition. Hydrogen trials and blending projects need people who understand both gas and new technology. See our article on hiring for hydrogen-ready projects.
• A long route to competence. It takes years to build the experience needed for complex, safety-critical work, so new entrants can't fill senior gaps quickly.

Where it hurts most

The shortage isn't even across the industry. The hardest roles to fill tend to be:

• Experienced AGI and PRI engineers and project managers.
• EC&I technicians and engineers with hazardous-area experience and CompEx.
• Construction managers and site managers with gas network experience.
• Design engineers who know the relevant IGEM standards.
• Commissioning engineers.
• Supervisors with live gas experience and the right authorisations.

How to plan hiring around it

You can't fix the shortage alone, but you can make sure your projects aren't the ones left waiting.

• Plan resourcing early. Share your pipeline with your recruitment partner months ahead, not when the project starts. The best people are booked early.
• Be realistic about the market. If rates or salaries are below what the market is paying, the role will sit open. A specialist can tell you what's realistic before you advertise.
• Look for transferable skills. People from oil and gas, water and power can often move across quickly with the right tickets. See our article on moving into gas from another sector.
• Invest in training. Helping a strong candidate get SHEA Gas, NRSWA or CompEx can be quicker than waiting for someone who already has them. Our training services can help.
• Keep good people. Retention is cheaper than replacement. Clear progression, fair pay and a good site culture keep teams together between projects.
• Use a specialist. Many of the people you need aren't looking. An agency with a strong network in gas can approach them directly.

How we can help

Onshore Technical works only in gas and energy. Our team has first-hand industry experience and a network of professionals who aren't on the job boards. Whether you need one specialist quickly or a full project team, we can help you plan ahead.

Register a vacancy or get in touch to talk about your upcoming projects.