The UK facilities management (FM) industry is experiencing a critical skills shortage as we head into 2026. Employers across the country report difficulties hiring for key roles, bridging from HVAC technicians to facilities managers, because demand for these skills far exceeds supply, unless you are partnered with a specialist Facilities Management recruitment agency that have pools of professionals that facilitate hidden talent. The talent shortfall is driven by an ageing workforce approaching retirement, too few young entrants to replace them, and the increasing technical demands of modern building management. In this article, we examine why the gap exists, what it means for employers, and four strategies to close it. Finally, we explain how MostonRECRUIT’s Maintain division helps tackle the issue through targeted recruitment and talent strategy.
Why is There a Skills Shortage in UK Facilities Management?
Multiple factors have combined to create a shortage of qualified FM professionals. Retirements are a major issue – with an average FM age of 49, a wave of veteran engineers and managers is set to retire by 2026. This “brain drain” is not being offset by new entrants into the trades and FM workforce, since fewer young people are entering the field. Facilities management has struggled to attract graduates and school leavers, partly due to low visibility as a career path and outdated perceptions of the field.
At the same time, the skill set required for FM roles is expanding. Facilities teams now must manage sustainability targets, smart building systems, data analysis, and strict compliance duties – not just basic maintenance. This means more training and expertise are needed, and many organisations can’t find candidates with the right mix of technical and soft skills. Finally, external factors like Brexit (reducing access to overseas labour) and a post-pandemic surge in building upgrades have further tightened the labour pool. In short, an ageing workforce and rising skill requirements have left UK FM with a serious talent gap in 2026.
Demand Trends: High Growth, Shallow Talent Pool
The demand for FM services continues to rise, magnifying the talent shortage. Industry research predicts the UK facilities management market will grow by over 18% from 2022 to 2027, creating thousands of new jobs. But the talent pool isn’t keeping up. Unemployment is low, and job vacancies in the UK have hit record highs in recent years, making the facilities management jobs market extremely competitive. In technical FM roles, especially, competition is fierce. For example, nearly 70% of plumbing and heating firms can’t find the skilled workers they need – the highest level on record – which reflects the scarcity of HVAC engineers and electrical technicians across the built environment.
The latest data shows the UK is short tens of thousands of engineers and technicians each year, which feeds directly into FM staffing woes. Companies are creating new facilities positions to meet sustainability and compliance goals, yet struggling to hire for them.
Why the Skills Gap Matters for Employers
For employers, the facilities skills gap isn’t just a staffing headache – it has real business impacts:
Higher costs: When qualified candidates are scarce, salaries and contract rates inflate. Employers may have to pay more to attract talent. A drawn-out hiring process for a critical role can also delay projects and maintenance, which carries financial consequences.
Operational strain: Vacant FM positions mean remaining staff are stretched thin. Preventive maintenance might be skipped, minor issues can turn into major downtime events, and overall service quality drops. Every day a key facilities role (like a site manager or maintenance engineer) is unfilled puts extra strain on operations and increases the risk of failures.
Compliance risks: Buildings have strict health, safety, and environmental regulations. A shortage of competent facilities staff makes it harder to keep up with compliance tasks – potentially leading to lapses. Missing legally required checks or maintenance due to understaffing can result in fines or safety incidents, especially as standards grow stricter.
In short, the skills gap can squeeze budgets, reduce efficiency, and jeopardise compliance. Employers who can’t secure the right FM talent risk higher costs and greater operational risk over time.
4 Ways to Bridge the FM Skills Gap
To address the talent shortfall, organisations should adopt a multi-pronged approach. Four strategic levers to consider are:
Apprenticeships & Early Careers: Build your own talent pipeline by bringing in apprentices, trainees, and graduates. Apprenticeships (in electrical, mechanical, HVAC, etc.) allow young people to earn and learn, gaining qualifications while contributing to your team. Given the ageing workforce, investing in fresh talent is crucial. Companies that invested in apprenticeships years ago report being less exposed to shortages as a result. Partner with industry bodies such as IWFM and local colleges to promote FM as a career – growing the next generation of facilities professionals.
Upskilling Existing Staff: Invest in training for your current employees to fill skill gaps from within. Offer continuous training opportunities – from technical courses (HVAC, electrical, energy management) to formal FM qualifications – to turn capable employees into the experts you need. An upskilling culture also boosts morale and loyalty, since employees are more likely to stay when they see growth opportunities.
Improving Retention: Focus on retention – it’s far cheaper to keep an experienced engineer than to replace one. Ensure your pay and benefits are competitive to prevent competitors poaching your talent. Offer clear advancement paths and a positive work culture (recognition, flexibility) to keep staff engaged and loyal.
Specialist Recruitment Partnerships: Leverage the expertise of specialist FM recruitment agencies such as MostonRECRUIT to quickly find the talent you can’t source on your own. Over half of the UK’s top 50 FM firms now partner with specialist recruiters such as MostonRECRUIT for a reason – it widens your reach to candidates and speeds up hiring. Niche agencies with deep candidate networks can often fill specialised roles faster – they already know qualified people and how to reach passive candidates. Partnering with a focused FM recruiter can significantly cut time-to-hire and help you secure better-quality hires to bridge critical gaps.
How MostonRECRUIT Can Help
MostonRECRUIT’s Maintain division – our specialist facilities management recruitment team – is dedicated to closing these talent gaps for clients. We focus exclusively on recruiting for the Maintain phase of the built environment, encompassing facilities management, engineering maintenance, and operational roles.
By partnering with MostonRECRUIT, employers get immediate access to pre-screened, highly skilled FM talent – from maintenance engineers and HVAC specialists to facilities leaders. We rigorously vet candidates’ qualifications and experience, reaching those hidden passive candidates others can’t.
In a skills-short market, having a recruitment partner who already knows where to find electricians, HVAC engineers or compliance managers can be a game-changer. By combining proactive measures (like apprenticeships and upskilling) with expert recruitment support, FM employers can bridge the skills gap and ensure their facilities run efficiently, safely and compliantly in the years ahead.
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