The election of the Labour government has brought renewed momentum to the UK’s efforts to meet its ambitious net zero targets.
The government’s commitment to increasing investment in the renewal energy infrastructure was evident in early September in the latest (sixth) renewables auction (“the Contracts of Difference Scheme”), which saw £1.5 billion committed to 131 new green energy projects (on and offshore wind, solar and floating offshore wind and tidal energy), a 50% boost from the previous budget and designed to power the equivalent of 11 million British homes.
Great British Energy, a publicly owned energy company recently set up by the UK government will work in partnership with The Crown Estate, to leverage private investment expected to be in the region of £60 billion. Its headquarters will be in Aberdeen.
Over this parliament, £8.3 billion will be invested in clean projects in regions across the UK. The Crown Estate estimates this partnership will lead to up to 20-30GW of new offshore wind developments reaching seabed lease stage by 2030, enough power for the equivalent of almost 20 million homes.
These initiatives will not only position the UK at the forefront of the global energy transition but also bring substantial economic benefits, particularly for coastal communities and industrial centres. The potential for job creation in these regions is vast, offering a pathway for economic revitalisation and long-term prosperity. Juergen Maier CBE , Chair of Great British Energy, said: “I’m excited to lead this company and work with the private sector and communities to rapidly expand skilled jobs and investment across the country.” Prime Minister Keir Starmer also said it will bring “the next generation of skilled jobs.”
The successful execution of these projects hinges on the availability of a large, varied and highly skilled workforce. While the UK possesses a solid foundation of expertise in this field, the scale and complexity of the current ambitions pose a considerable challenge. The renewable energy sector is growing at a pace that requires a significant expansion of the workforce, particularly in specialist roles and a shortage of necessary skills and expertise could delay and potentially jeopardise meeting net zero goals.
The grid cannot keep up – upgrade and more infrastructure needed
Furthermore, investing in projects to generate clean energy is one thing but substantial upgrades to the national grid infrastructure are also necessary to accommodate the increased load from new sources of energy, such as wind and solar. Grid modernisation projects are as essential to achieving net zero as the renewable energy installations themselves. BBC research shows billions of pounds' worth of green energy projects are on hold because they cannot plug into the UK's electricity system. New solar and wind sites are waiting 10-15 years to be connected to the ‘grid’ – the longest grid queue in Europe. Given the current challenges, there is a real risk that the infrastructure will not be ready in time to support the increased production of renewable energy, leaving the UK’s net zero targets unmet.
Building a net zero workforce
The National Grid which lies at the heart of Britain’s energy system, produced the Building the Net Zero Energy Workforce Report which explores the skills, expertise and the scale of the workforce required to meet the UK’s emissions target. Working with Development Economics and YouGov it states that the industry will need to recruit for 400,000 jobs between now and 2050 to get to net zero. From scientists and engineers (civil, mechanical and electrical), communications professionals and data specialists (data analyst, machine learning) to skilled tradespeople (metal working and maintenance fitters and welding trades), the UK will need to work hard to accelerate and attract the brightest and best.
The report identified a number of workforce challenges such as a retirement crunch, competition for talent, a shortfall in the skills pipeline and a lack of diversity. It is clear is that collaboration between industry partners, government, regulators, trade unions, NGOs, education institutions and campaigning groups is required to support the retaining and retraining of the existing workforce, attracting talent to join the energy sector and inspiring the next generation to choose STEM qualifications.
While the generation of a Net Zero Energy Workforce will be a gradual transition, attracting skilled workers and talent from overseas in the short to medium term will be needed to help address the skills gaps and support the existing workforce to kickstart the transition. Job opportunities will emerge across the UK. The full spectrum of talent from new entrants and recent graduates to experienced hires will need to be attracted.
To address this challenge, it is imperative that the government and industry collaborate not only on domestic skills development but also on the effective use of immigration to bolster the workforce. International recruitment can play a crucial role in this process by bringing in individuals who possess the necessary experience in renewable energy projects and infrastructure development. These skilled professionals can help accelerate the delivery of these vital projects while simultaneously cross training the domestic workforce, ensuring long-term sustainability of expertise within the country.
Attracting international talent and UK immigration considerations
Bringing foreign talent to the UK requires proactive and detailed planning to ensure the effective deployment of personnel on time-critical projects. Navigating the UK immigration system can be complex, and with increases to the minimum salary thresholds implemented in April, employers outside of London and the South East face additional challenges.
Employers should seek to engage an immigration advisor to understand not only the application of the current UK immigration rules to the two most utilised ‘sponsored’ work routes (such as the Skilled Worker and Global Business Mobility – Senior or Specialist Worker) but also where transitional arrangements and reduced salary rates may apply. The Skilled Worker – New Entrant route also offers a reduced salary requirement for a maximum of four years to those who are eligible, which could serve as an initial work visa option.
There are also alternative ‘unsponsored’ visa routes where salary thresholds do not apply, for example, the UK Graduate visa, the High Potential Individual visa, Youth Mobility visa and Global Talent visa. The Temporary Worker Government Authorised Exchange (GAE) route allows individuals to come to the UK, usually for up to 12 months, to undertake an internship or work experience programme with a UK company.
The Migration Advisory Committee (MAC), the government’s independent advisor on immigration policy, has been commissioned to review international recruitment of information technology, telecommunications and engineering professionals, which will include identifying roles in shortage and the drivers behind this, and the impact of the Shortage Occupation List inclusion.
Key to the success of the review will be for businesses and industry bodies in the energy sector to respond to the call for evidence once the MAC has confirmed the information required.
In short, collaboration between government, industry and stakeholders is key to building a skilled workforce that can drive the UK towards its net zero goals.
Gillian Gibbons, manager at Fragomen, has more than 15 years’ corporate immigration experience. Fragomen is a leading firm dedicated exclusively to immigration services worldwide. The firm has nearly 6,000 immigration professionals and support staff in 62 offices around the world and offers immigration support in more than 170 countries.