Heat Pump Week Round Table Discussion #2

In the second roundtable discussion Ian Rowlands, Plug Me In’s Operations Director was joined by four industry experts to discuss a number of topics focused on looking at how we prepare the workforce to meet the UK government’s target of installing 600,000 heat pumps per year.

 

Let’s introduce the panel and dive into the debate!

 

 

Meet the panel

Ian Rowlands, Operations Director, Plug Me In
Jez Climas, Head of Business Development - Renewables, City Plumbing Supplies, 
Louise Howlett, Commercial Director, RA Brown Heating Services
Sarah Prutton, Technical Training Director, Panasonic HVAC
Leah Robson, Director, Your Energy Your Way

 

 

Question #1 - Where are the gaps in the current heat pump workforce and is the problem supply side or demand side?

Central to this discussion was the current lack of demand for heat pumps. The panel all agreed that the industry needs to generate more interest and stimulate demand among consumers to create confidence among plumbers and engineers that investing time in upskilling will be worthwhile. 

 

They discussed how the UK’s plumbing workforce tends to be older, and most plumbers remain focused on gas boilers, which provide them with a steady income. It was agreed that there’s still plenty of demand for gas boiler installation, so today’s installers see little reason to transition to heat pumps.

 

The panel noted that there is an urgent need to engage younger generations through colleges and apprenticeship programs in order to fill the skills gap. Training the next generation of plumbers in heat pump installations is crucial, especially in giving them the ability to understand heat pump technology and help educate and inform consumers of the benefits they deliver.

 

The complexity of heat pump installations also presents a barrier. Installing heat pumps is more intricate than fitting gas boilers, requiring design work and additional parts, which adds to the workload for small companies and sole traders. The lack of accessible training programmes exacerbates the challenge, as small businesses often have to provide training in-house without external support.

 

The panel agreed that long-term government support is essential to address these challenges. While short-term grants are helpful, the panel emphasised the need for sustained funding and investment in workforce development to help the industry transition toward heat pump installation on the scale required.

 

 

Summary of key points:

 

• Low demand for heat pumps: The current lack of consumer demand is a barrier, as many plumbers are focused on gas boilers, which provide steady work and income.
• Older workforce: The plumbing workforce is aging, and there is a need to engage younger generations through colleges and apprenticeships to fill the skills gap.
• Complexity of installation: Heat pumps require more intricate installation processes, involving design work and additional parts, which makes the transition difficult for small companies.
• Lack of training opportunities: There are limited external training programs available, forcing small companies to handle training in-house.
• Need for government support: Long-term funding and investment, beyond short-term grants, are necessary to support the transition to heat pump installation at scale.

 

 

Question #2 - How can we incentivise HVAC professionals to train as heat pump installers?

 

 

This discussion focused on the fact that the majority of the industry consists of self-employed individuals or micro-companies with only two or three employees. For these professionals, taking time out to train on heat pump installations represents a significant investment in time and resources. However, even after obtaining qualifications, gaining practical experience remains a massive hurdle. 

 

The panel discussed how training needs to go beyond theoretical knowledge to include practical exposure, and this is currently lacking. They suggested incentivising collaboration within the industry, perhaps through a buddying system, where experienced installers mentor newcomers, providing them with the hands-on relevant experience and support needed to build confidence. 

 

Another barrier that the panel reiterated from their earlier conversation, is the low customer demand for heat pumps, which discourages professionals from investing in training. Homeowners are not sufficiently educated on the benefits of heat pumps, making it harder to create a market demand that would support more installers. The panel also noted that self-employed professionals and small companies often lack awareness of existing support systems, such as the Train to Gain grant. The challenge is that plumbers and boiler engineers are not typically active on platforms such as LinkedIn or Twitter and may not seek out information in trade publications, and it was agreed that outreach needs to be more targeted to effectively reach them.

 

 

Summary of key points:

 

• Training barriers for small companies: Most HVAC professionals are self-employed or part of small micro-companies, making it difficult to invest time and resources into heat pump installation training.
• Need for hands-on experience: After gaining qualifications, professionals lack opportunities for practical, hands-on experience, which is critical for confidence in heat pump installations.
• Incentivising collaboration: The industry should encourage collaboration, possibly through a buddy system where experienced installers mentor newcomers, offering real-world training opportunities.
• Low customer demand: Limited awareness and demand from homeowners for heat pumps make professionals hesitant to invest in upskilling for heat pump installations.
• Lack of awareness of support programmes: Many small businesses are unaware of grants like Train to Gain and do not actively seek information through platforms like LinkedIn or trade publications, highlighting the need for better outreach.

 

 

Question #3 – How can we attract new entrants to the industry?

 

During this discussion, the panel recognised that attracting new entrants to the heat pump industry requires a focus on tapping into the motivations of young people, many of whom are driven by the desire to work in sustainable and environmentally friendly fields. Given that traditional gas boilers lack a long-term future, young people are more likely to be drawn to career paths that contribute to mitigating climate change. They all agreed that promoting the heat pump industry as an exciting, future-proof, and well-paid career option is key to increasing interest.

 

It was also agreed that this message should extend beyond young people to existing plumbers who need incentives to transition and upskill to heat pump installations. The panel consented that the industry needs to convey the value and opportunities that come with this shift, as many professionals may be hesitant to leave behind familiar work.

 

It was also stressed that the industry need to diversify the workforce by attracting more women and individuals from ethnic minorities, as the sector remains predominantly male. The panel discussed how the industry needs to rethink how it advertises roles and training programmes, using creative strategies to reach underrepresented groups. It was also noted that this effort should extend to people transitioning from other sectors and spheres, such as electricians, who can bring transferable skills to heat pump installations.

 

The panel concluded that promoting these opportunities through targeted outreach and presenting the industry as a dynamic, inclusive, and future-oriented field offering well paid jobs and job security, will help draw in new talent from a range of backgrounds.

 

 

Summary of key points:

 

• Appeal to sustainability-minded young people: Young people are motivated by sustainable technologies and want to avoid careers that contribute to climate change, making the heat pump sector attractive.
• Promote the industry as exciting, future-proofed and well-paid: The heat pump industry should be promoted as a future-proof, dynamic, and financially rewarding career option for both young people and current plumbers.
• Incentivise existing professionals: Plumbers need incentives to transition and upskill for heat pump installation, as they may be hesitant to leave behind familiar gas boiler work.
• Increase diversity in the workforce: The sector should focus on attracting more women and individuals from ethnic minorities, as it is currently male-dominated.
• Promote to other sectors: Consider reaching out to professionals from related fields, such as electricians, who may be interested in transitioning to heat pump installation.
• Creative outreach strategies: Use innovative approaches to promote the industry, roles, and training opportunities to underrepresented groups and transitioning professionals.

 

 

Question #4 – Summarise what needs to happen next to build the required workforce.

 

Each panel member was asked to summarise what needs to happen to build the required workforce.

 

“Training needs to be thought about as more than just a short course in a classroom – it needs to be considered more broadly.” Leah Robson, Your Energy Your Way

 

“We need to take greater advantage of training that’s being made available – such as manufacturer training, as it’s one of the quickest and easiest ways to gain lots of experience.” Sarah Prutton, Panasonic HVAC

 

“We need to make heat pumps more mainstream by removing the complexity away from customers.” Ian Rowlands, Plug Me In

 

“The driver for skills is to increase consumer demand and that requires greater clarity across the industry on when fossil fuels are going to be phased out.” Louise Howlett, RA Brown Heating Services

 

“We need greater funding to take the risk out of people training as heat pump engineers – whether that’s companies or individuals.”Jez Climas, City Plumbing Supplies – Renewables