The heating and plumbing industry has always been vital to the economy, and here in Scotland it’s no different.
However, right now, it finds itself at a crossroads.
As someone who started a plumbing and heating business here in 2022, I’ve seen first-hand the challenges our sector is facing – and also the opportunities that lie in overcoming them.
While there’s no doubt that the sector can have a bright future, we need to make some serious changes to ensure that the future is sustainable here in Scotland.
The primary challenge? A workforce shortage.
One of the biggest issues facing the heating and plumbing industry in Scotland is the rapidly ageing workforce.
The reality is, that many of the skilled tradespeople we rely on are nearing retirement, and there simply aren’t enough young people coming into the industry to replace them.
The average age of a plumber or heating engineer is higher than ever, and this demographic shift is putting immense pressure on businesses like mine to find replacements.
This is especially critical in Scotland, where the demand for heating and plumbing services is high, driven by both the cold climate and the push toward energy efficiency in homes.
If we don’t address this issue soon, we risk the industry facing a crisis. The combination of an ageing workforce and the lack of new talent coming in could lead to a real skills shortage, with businesses struggling to keep up with demand.
For consumers, this will result in longer waiting times and potentially higher costs, as demand for skilled workers outstrips supply.
The decline in apprenticeships is another factor contributing to the skills gap.
According to a report from the British Association of Construction Heads, the UK will require approximately 73,700 new plumbers by 2032, while current apprenticeship drop-out rates in the construction industry are alarmingly high at 47%.
Traditionally, apprenticeships were the backbone of the heating and plumbing workforce, offering a clear path to becoming a skilled tradesperson.
However, with fewer young people choosing vocational training, and with an increasing focus on university education, there’s a significant shortfall in the number of apprentices coming into the industry.
The issue is exacerbated here in Scotland, where regional disparities can make it even harder for small businesses to access support and funding for apprenticeships. In Scotland, approximately 8.3% of 16 to 24 year-olds who are in employment were Modern Apprentices, 0.1% lower than in 2023.
While the Scottish Government has made strides in supporting training and education, businesses still face challenges in securing enough financial support to take on and train apprentices.
This is a critical gap in the system that must be addressed if we are to ensure the future of the trade.
Economic pressures are another challenge that heating and plumbing businesses across Scotland are facing.
The rising costs of materials, along with inflation and the after effects of the pandemic, have made it difficult for many small businesses to remain competitive.
While larger companies can absorb these costs more easily, smaller firms like mine often struggle to offer competitive salaries; let alone invest in training for new recruits.
In Scotland, these economic challenges are compounded by the rising costs of living and the push to meet Scotland’s ambitious net zero targets. For businesses to thrive and invest in the next generation of workers, we need more support from both the government and the wider industry.
Whether through grants, subsidies, or reduced VAT on training costs, there needs to be a concerted effort to support smaller businesses that are critical to keeping the heating and plumbing sector functioning.
The changing career preferences of young people is another issue that’s increasingly relevant in Scotland.
More and more, younger generations are opting for office jobs, tech roles and careers that seem more glamorous, or provide a clearer path to financial success.
The trades have suffered from a perception problem. Many young people see them as less appealing, compared to office-based roles, and this has resulted in a significant reduction in the number of young people entering the sector.
However, this perception couldn’t be further from the truth. A career in plumbing or heating offers stability, financial rewards and job satisfaction.
With Scotland’s ambitious green agenda and focus on energy efficient homes, now is the perfect time to highlight the career opportunities in the trades.
The average salary for an apprentice plumber is £21,664 per year in Scotland. A fully-qualified plumbing and heating engineer can expect to earn an average salary of around £35,000 to £40,000 per year, with experienced workers potentially earning up to £45,000.
By showing young people that they can not only earn good money, but also play a key role in tackling climate change, we can shift the narrative around working in the heating and plumbing industry.
Another issue that must be addressed is the gender imbalance in the heating and plumbing sector. In Scotland, as elsewhere, only a small percentage of workers in this field are women.
Currently, it is estimated only around 1% of workers in the industry are female. If we are to bridge the skills gap, we need to diversify the workforce and create more opportunities for women to join the trade.
I’m passionate about encouraging more women to pursue careers in the plumbing and heating sector. A more diverse workforce brings fresh perspectives and new ideas, and it’s essential that we break down the barriers that discourage women from entering the trade.
We need to actively encourage women to pursue apprenticeships and offer mentorship opportunities to help them succeed. This is not only crucial for gender equality, but also essential for solving the skills shortage.
In summary, the heating and plumbing industry in Scotland faces a number of significant challenges – including an ageing workforce, a decline in apprenticeships and changing career preferences – but these challenges also present opportunities.
By rebranding the trade, attracting more women into the workforce and securing better support for training and apprenticeships, we can solve the skills gap and build a more diverse, sustainable and prosperous industry.
The time for change is now. If we don’t act, we risk losing an entire generation of talent, and with it, the future of the industry in Scotland.
Calvin Bannan is the founder and director of CB Services Group
James Anderson, FRSA, CMgr MCMI, is a recognised industry analyst and consumer-protection writer specialising in the UK home-improvement and trades sector. With over two decades of experience in business management, trade standards, and local-service markets, James brings a trusted, evidence-based voice to homeowners and professionals across Sussex and the wider UK.
As a Fellow of the Royal Society of Arts, James is committed to promoting best practice, transparency, and fair pricing within the trades industry. His Chartered Manager status reflects his long-standing work advising SMEs, independent tradespeople, and emerging digital platforms on sustainable growth and customer trust.
James serves as the Lead Research Editor for Sussex Trades Mag, where he writes in-depth guides, trade comparisons, expert reviews, and consumer advice designed to help both homeowners and trades make confident decisions. He is also a key contributor to MyTradeLinks, offering insight into digital transformation, local trade discovery, and community-driven service platforms.
Across all of his work, James focuses on three principles:
clarity, accountability, and empowering the local workforce.
His articles aim to cut through jargon, expose industry myths, and highlight the standards that genuinely matter when choosing a tradesperson.
When he isn’t analysing market trends or writing for Sussex Trades Mag, James mentors small business owners, supports community development projects, and continues his research into how technology can strengthen trust between homeowners and local trades.
