Why the Plumbing and Heating Industry Is Struggling to Take on the Next Generation

The UK’s plumbing and heating industry is facing a growing problem: we urgently need more skilled engineers, but the system that once helped nurture and produce them is now failing to keep pace with reality.

For many small-to-medium sized plumbing and heating businesses, the desire to take on apprentices is there — but the support isn’t. With rising operational costs, time pressures, and limited funding, too many companies are being forced to say “no” to young people who show initiative, enthusiasm, and a genuine desire to learn the trade.

While government-backed apprenticeships do exist, plumbing and heating firms often report that the financial and logistical burden falls squarely on them.

Taking on an apprentice means:

• Reduced productivity while the apprentice learns
• Additional insurance and onboarding responsibilities
• A senior engineer effectively becoming a full-time mentor
• Often minimal government funding or reimbursement (especially in later years of the programme)
• No form of tax relief or labour subsidy

Many experienced engineers say the current model penalises smaller firms who want to do the right thing but simply can’t absorb the cost.

“I started as an apprentice more than 13 years ago, and I still remember the people who took the time to teach me. Having that kind of mentor early on was invaluable. It shaped the way I work and how I run my business today.

Now, I speak to other business owners every week who want to give someone that same opportunity — but the truth is, it’s often not financially viable. It’s sad. We risk losing a generation of engineers simply because the numbers don’t add up.”

• The UK needs more than 100,000 new skilled tradespeople by 2030 to meet demand across domestic, commercial, and renewable sectors.
• The average age of a qualified plumber is rising, with many nearing retirement.
• Without investment in training and apprenticeships now, the skills gap will only widen — impacting housing, safety, and sustainability targets nationwide.

1. Tax Relief for Mentorship Roles

Companies that take on apprentices should receive corporation tax relief or PAYE offsets to reflect the mentoring time and productivity loss associated with training.

2. Grants for Tooling & Safety Equipment

Small businesses should be able to apply for a flat-rate grant to help cover PPE, tools, and vehicle insurance costs required when onboarding an apprentice.

3. Streamlined Funding Models

The current apprenticeship levy and funding structure is complex and often misaligned with real-world costs. A simplified, tiered funding system based on trade sector and business size would provide more targeted support.

4. National Apprenticeship Bonus Scheme

Reintroduce a performance-based bonus for companies who successfully take on, train, and retain apprentices for a full term — rewarding those who genuinely commit to skills development.

5. Recognition for Training Contributions

Offer accreditation, tender scoring advantages, or business rate incentives for firms that continually invest in the workforce through apprenticeships.

We need more people in the trades — and we need them fast. But asking overstretched plumbing and heating firms to shoulder the cost alone simply isn’t realistic.

Without meaningful reform, tax relief, and grant support, we’ll continue to lose the next generation before they even get started. And the result will be an industry with fewer skilled workers, rising costs, and longer wait times for customers.

It’s time for policy to catch up with reality — and start rewarding the companies doing their part to secure the future of the trade.

At Pleasant Plumbers, we remain committed to supporting the next generation — and we believe the industry needs structural support to make that possible. If you're a plumbing or heating business owner facing similar challenges, we’d love to hear your thoughts.

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