Government Net Zero commitments are driving unprecedented demand for HVAC talent. The UK needs 600,000 heat pump installations per year by 2028, yet only around 60,000 were achieved in 2024. Industry analysis shows meeting the 2035 goal of ~1.6 million installations annually could require over 120,000 full-time heat pump engineers. Training pipelines are ramping up – over 7,800 individuals gained heat pump qualifications in 2023, 133% more than 2022 – but an estimated 39% of newly trained installers never enter the workforce due to lack of hands-on experience or consumer demand. Meanwhile, the current workforce is greying: The average HVAC engineer is 54 years old, so retirements are surging. With seasoned technicians leaving faster than they can be replaced, the industry faces a “grey tsunami” of lost expertise.

Bottom line: It’s a candidate’s market. Employers must compete hard and get strategic to secure top HVAC talent. The following guide covers what competitive salaries and benefits to offer, which certifications and skills to require, and where to find the best HVAC engineers in today’s ultra-tight labor market.

What HVAC Engineers Actually Earn in 2025-2026

Offering a competitive salary is non-negotiable in HVAC recruitment. Live benchmarking from MostonRECRUIT’s dataset, combined with external sources, shows clear patterns by level, region and specialism.

Data compiled from MostonRECRUIT past roles and requirements (2025)

London and the South East typically pay 10–20% more than many other regions. A package that looks competitive in Leeds or Glasgow may feel under-cooked for candidates in London.

After sharp post-pandemic increases, HVAC pay rises have cooled to around 1.3% on average year-on-year, but demand has not. Most surveys show:

• A large majority of employers plan to hire in the next 12 months.

• A significant share of building services engineers are open to moving.

• A clear majority say better pay and benefits would persuade them to stay put.

So salary is the qualifying hurdle. The differentiator is the full package.

Typical “magnetic” benefits now include:

• Company van with personal use or a clear car allowance

• Paid travel, overtime and standby (often £1,200–£1,500+ per year)

• Enhanced employer pension (5–8%+)

• Private health cover and income protection

• Fully funded training and certifications (F-Gas renewals, MCS, BMS training)

• Sensible call-out rotas and realistic travel patches

Essential Certifications You Cannot Compromise On

In a highly regulated industry, certain qualifications are absolute must-haves when hiring HVAC engineers. Always verify that candidates hold these mandatory certifications – and beware anyone who doesn’t, no matter their experience:

• Gas Safe Registration – Legal Requirement: By UK law, any engineer who works on gas appliances or pipelines must be Gas Safe registered (previously CORGI). It is illegal to employ or send someone to do gas work if they are not on the Gas Safe Register. Candidates should provide their Gas Safe registration number (which you can verify online) and have up-to-date ACS qualifications for the relevant gas appliances (e.g. CCN1 core gas safety plus boilers, cookers, etc.). Gas Safe registration must be renewed annually, and engineers should carry their Gas Safe ID card on the job.

  
  

• F-Gas Certification – Legal Requirement: Similarly, any engineer handling refrigerants (e.g. working on AC systems, chillers, heat pumps) must by law hold an F-Gas qualification (EU Regulation 517/2014). Personal F-Gas Category I (City & Guilds 2079 or equivalent) is needed to install, service, or repair stationary HVAC-R systems. Also, the company must have F-Gas certification.

  
  

• MCS Certification – Heat Pump Specialists: While not a legal mandate, MCS (Microgeneration Certification Scheme) accreditation has become essential for heat pump installers. MCS-certified engineers are the only ones whose installations qualify for government grants like the Boiler Upgrade Scheme. With the heat pump market booming (and government grants now £7,500 per install), any serious heat pump engineer should either be MCS certified or working toward it. There are only about 3,000 MCS-certified heat pump installers in the UK currently against tens of thousands needed, so this certification is a mark of an in-demand specialist.

Beyond those three, other certifications greatly enhance an HVAC engineer’s employability and are often listed as “required or preferred” in job specs:

• NVQ Level 2/3 in HVAC or Plumbing: Formal vocational qualifications (and associated CSCS Skilled Worker card). A Level 3 NVQ (or equivalent diploma like City & Guilds) signifies the engineer has proven competence on the job. Many employers insist on at least Level 2–3 for permanent hires, especially on construction sites (to meet CSCS requirements).

  
  

• CSCS or SKILLcard: Most construction and FM sites require a valid CSCS card. HVAC engineers typically need the Engineering Services SKILLcard, affiliated with CSCS. A Blue Skilled Worker card (Level 2) or Gold Advanced Craft card (Level 3) indicates the candidate has the necessary training and Health & Safety test.

  
  

• Manufacturer & Specialist Certifications: Training certificates from equipment manufacturers (e.g. Daikin, Mitsubishi, Trend BMS) or specific systems (e.g. medical gas, chiller operation, heat networks) can be a big plus, demonstrating up-to-date knowledge. While not mandatory, these show initiative and specific expertise relevant to your facilities.

Technical Skills and Soft Skills That Separate the Best from the Rest

Technical expertise is the foundation of any good HVAC engineer – but in 2026, the top talent combine traditional mechanical skills with modern digital know-how and strong interpersonal abilities.

Key Technical Skills:

• Heating, Ventilation & A/C Systems: A strong grasp of the HVAC basics – from how to service a condensing gas boiler (and the Gas Safe credentials to prove it) to maintaining air conditioning units (requiring F-Gas certification). Top candidates will be experienced with split A/C systems, VRF/VRV multi-split systems, air handling units (AHUs), fan-coils, and chillers. They should understand system sizing, refrigerant recovery procedures, and newer low-GWP refrigerants.

  
  

• Heat Pump Expertise: With the heat pump boom, experience installing or servicing air-source and ground-source heat pumps is a major asset. Engineers who know how to integrate heat pumps with existing heating systems and optimise them can command higher salaries and are in short supply.

  
  

• Electrical and Controls Knowledge: Modern HVAC is as much about controls as pipes and ducts. Strong candidates will have familiarity with building management systems (BMS) and controls integration – for instance, understanding sensors, actuators, control panels, and possibly basic PLC or BMS programming (common protocols include BACnet, Modbus, LonWorks). An engineer who can diagnose an HVAC issue via the controls interface or troubleshoot an electrical fault in a rooftop unit has a distinct edge.

  
  

• Ventilation and Air Quality: Especially post-COVID, ventilation expertise is critical. Skills in mechanical ventilation with heat recovery (MVHR) systems, ductwork installation and balancing, and knowledge of air quality standards (like building regs Part F) add value. If you maintain hospitals or labs, seek out candidates familiar with HTM03-01 healthcare ventilation standards.

  
  

• Diagnostics and Commissioning: The very best engineers shine at problem-solving. Look for evidence they can systematically troubleshoot complex HVAC problems – e.g. diagnosing why a cooling system isn’t reaching setpoint, or tracking down an intermittent fault. Experience performing commissioning (air/water balancing, verifying system performance, setting control parameters) is gold, as commissioning skills are in short supply and indicate a deep understanding of how systems should operate.

Crucial Soft Skills:

• Problem-Solving & Analytical Thinking: HVAC systems inevitably throw curveballs, and an engineer’s approach to troubleshooting is key. You want hires who stay calm and think critically under pressure, not those who just swap parts blindly.

  
  

• Customer Service & Communication: Top candidates demonstrate strong communication skills – they can explain to a non-technical person what repair is needed and why, and can maintain a professional, friendly demeanor on site. Since 60%+ of service calls are customer-facing, the ability to instill confidence and provide good service is a big differentiator between an average tech and a top performer.

  
  

• Time Management: Great HVAC engineers know how to prioritise and organise their workload. In practice, this means efficient route planning for service calls, keeping detailed maintenance records and job sheets, and not letting preventive maintenance tasks slip through the cracks. Ask candidates how they manage a busy day with multiple jobs – those with proven organisational strategies (using digital CMMS apps, etc.) will likely be more effective and reliable.

  
  

• Safety Mindset: Safety can never be an afterthought. Look for a track record of health & safety awareness – e.g. OSHA or CITB safety training, consistently following lockout/tagout procedures, using PPE, and conducting risk assessments. You might ask “Describe a time you stopped a job due to a safety concern.” The ideal hire will have no qualms putting safety first and can cite specific safety protocols they adhere to (Gas Safe rules, F-Gas handling, working at heights, etc.). HVAC work has inherent hazards, so a conscientious safety attitude is a must.

  
  

• Adaptability & Willingness to Learn: The HVAC field is evolving with new technologies (smart thermostats, IoT monitoring, low-carbon systems). You want engineers who embrace learning new things. Gauge their enthusiasm for training – have they pursued new certifications? Are they curious about heat pumps or building analytics software? An adaptive mindset means the hire will grow with your company’s needs and help you adopt new tech, rather than resisting change.

By screening for this mix of hard and soft skills, you’ll identify well-rounded HVAC professionals. For example: an ideal candidate might be a Gas Safe engineer who can repair a complex VRF system (technical skill) and who communicates well with building managers while rigorously following safety procedures (soft skills). Prioritise these traits in your job descriptions and interviews to separate the truly top-tier talent.

Why the HVAC Talent Pool is So Limited

To recruit effectively, it helps to understand why finding HVAC engineers has become so challenging. Several macro factors have created the current talent crunch:

• Skyrocketing Demand from Net Zero Goals: The push to decarbonise heating is creating unprecedented demand for skilled installers. The UK government’s target of 600,000 heat pump installs per year by 2028 is a tenfold increase on recent volumes. This is stretching the workforce to its limit – estimates suggest the industry needs around 30,000+ heat pump-qualified engineers by 2028, and over 40,000 by the early 2030s to stay on track, far above the current few thousand in the field. In short, every HVAC employer is competing for the same limited pool of people with renewable heating skills. It’s truly a seller’s market for heat pump engineers.

  
  

• Training Pipeline Struggles: While thousands are enrolling in HVAC and heat pump courses, not enough are transitioning to full-fledged careers. A recent study showed only 61% of those trained to install heat pumps actually go on to work in the field, meaning 39% drop out or never apply their training. Reasons include lack of confidence, insufficient hands-on experience, or moving to other sectors. This training-to-workforce gap means simply funding more courses isn’t instantly creating more hireable engineers, at least not at the pace required.

  
  

• Aging Workforce & Retirements: HVAC is an experienced trade, and many veterans are exiting. The average age of a UK HVAC technician is mid-50s, and many retire by 60. A wave of Baby Boomers leaving is creating a knowledge and mentorship vacuum. Younger replacements are too few (skilled trades haven’t attracted enough new entrants over the past 20 years), and it’s hard to accelerate experience. This “brain drain” of retirees is a major concern for maintenance-heavy fields like facilities management – a lot of practical know-how walks out the door with each retirement.

  
  

• Brexit and Reduced Immigration: Historically, the UK relied on skilled tradespeople from across the EU (especially Eastern Europe) to fill gaps in construction, plumbing, and HVAC roles. Brexit abruptly tightened immigration – EU workers no longer have free movement, and new visa rules favor higher-paid roles.

  
  

• Construction Boom and Competition: The broader construction and building services sector is extremely busy, meaning HVAC engineers have a lot of options. Large infrastructure projects, a resurgent commercial building pipeline, and nationwide retrofitting for energy efficiency are all simultaneously driving demand for trades. The Construction Industry Training Board notes an average of 38,000 construction vacancies per month in 2023. Skilled HVAC techs can jump to higher bidders or lucrative contract work, leaving FM companies and smaller firms struggling to keep talent. Essentially, HVAC firms are not only competing with each other, but with the entire construction and engineering industry for a scarce talent pool.

For employers, this means you need to sell your opportunity as hard as candidates sell themselves. Most strong HVAC engineers already have other options and can step back into contracting if a permanent role does not stack up, so a basic job advert will not cut through. MostonRECRUIT helps you shape a competitive package, tell the right story and actively reach the right people. Get in touch today

Where to Find HVAC Talent in 2025

When talent is this scarce, you cannot rely on one advert and hope for the best. The employers that are filling HVAC roles are the ones using multiple channels at once – or partnering with a specialist like MostonRECRUIT that already has those channels working in the background - our clients don't suffer from skills shortages in HVAC.

Specialist & industry job boards
Niche boards consistently outperform generic sites for quality. We use industry platforms alongside the big generalist sites to put your role in front of the right people, not just “anyone with HVAC in their CV”. Because we post and track these roles every week, we know which boards are delivering qualified applications for multi-skilled engineers, gas bias roles, AC engineers, BMS specialists and more.

LinkedIn and professional networks
Most experienced HVAC engineers are not actively applying – they are sitting in roles and only move for the right offer. Our team uses LinkedIn searches, and our own network to approach these people directly. We’re not just posting into groups and hoping; we’re messaging targeted shortlists of engineers, with a clear story about why your role is worth a conversation.

Ex-military and career-changers
Ex-Forces engineers and technically minded career-changers often bring exactly the discipline, fault-finding and safety focus FM teams need. MostonRECRUIT understands how to translate that experience into HVAC and building services language, so you see candidates with the right behaviours and aptitude, even if their current job title doesn’t say “HVAC Engineer”.

MostonRECRUIT as your specialist partner
Trying to build all of these pipelines yourself is time-consuming and hit-and-miss. MostonRECRUIT is already speaking to HVAC engineers every day – across permanent and interim roles – and has placed hundreds of engineers into FM, commercial and industrial environments. We use our live salary data to position your package correctly, headhunt from relevant employers, pre-screen qualifications (Gas Safe, F-Gas, NVQs, CSCS), and only send you people who can genuinely do the job.

Contractors and temp-to-perm options
Where permanent hiring is slow, we can also structure temp-to-perm arrangements so you can see how someone performs on site before making a long-term commitment. This keeps your sites covered while we continue to build a permanent shortlist.

In short: you can try to cover all these channels alone, or you can tap into a specialist HVAC and facilities management recruiter that already has the relationships, data and talent pools in place. MostonRECRUIT helps you move from “we can’t find anyone” to shortlisted, interviewed and hired.

Succeeding in HVAC Recruitment in 2025)

In today’s market, recruiting top HVAC engineers requires a proactive and multifaceted approach – but with the right strategy, it can be done. To recap:

• Offer compelling packages: Pay at or above market rates and highlight benefits (van, overtime, training, etc.) to sway candidates who have options. Remember many engineers are open to move for the right offer.

  
  

• Insist on core certifications: Protect your business by only hiring Gas Safe registered and F-Gas certified individuals. These credentials are baseline requirements for quality and compliance.

  
  

• Focus on skills that matter: Prioritise both the technical skills (heat pumps, controls, troubleshooting) and the soft skills (communication, customer care) that your role needs. This will improve long-term retention and client satisfaction.

  
  

• Thoroughly vet candidates: Given the high stakes, take the time to test technical knowledge and check references. One wrong hire can be costly in this environment, whereas a great hire is an invaluable asset.

By understanding the market forces at play and adjusting your recruitment tactics accordingly, you can secure top-notch HVAC engineers to keep your facilities running smoothly but getting the right partner can change how successful you are in days.

Need Help? If you’re struggling to find the HVAC expertise you need, consider partnering with a specialist facilities management recruitment agency. MostonRECRUIT has deep roots in the FM and building services sector and maintains an extensive network of qualified HVAC engineers across the UK. We understand the unique challenges of today’s market and can help you connect with vetted, high-impact talent – from mechanical HVAC technicians to BMS controls experts and more. Get in touch with our team to discuss your hiring needs and let us help you find the right engineers to drive your operations forward.

Your next HVAC hire is out there – and with the right approach, we will find them.