The UK is undertaking a major upgrade of its electricity grid, with significant investment and a 2030 clean power target. But with so much infrastructure to deliver in a short time the problem becomes finding the workers to build it.
In July 2025, Ofgem approved an initial £24.2bn in baseline spending for the RIIO-3 period, covering 2026/27 to 2030/31. This included £8.9bn for electricity transmission, with a further £1.3bn available, as the first stage of a wider £80bn investment programme. The plans cover 80 transmission projects across the country, with spending on the electricity grid expected to rise to around four times current levels. Separately, National Grid is investing more than £30bn in UK projects between 2025 and 2029. Together, these figures show the scale of the infrastructure challenge ahead.
Along with funding, the UK also needs enough qualified engineers, technicians and skilled tradespeople to turn plans into working infrastructure, and the workforce is already under pressure.
The 2030 deadline
The UK's electricity grid needs to expand to connect new renewable energy, meet rising electricity demand and maintain a secure energy supply. This will require new transmission lines, substations and supporting infrastructure.
By 2030, Great Britain needs to build around twice as much transmission infrastructure as it did over the previous decade. National Grid's Great Grid Upgrade includes 17 key network reinforcements to help transport electricity from where it is generated to where it is needed.
All of this must happen alongside the government's Clean Power 2030 target. With projects moving through planning and construction, the industry’s major challenge becomes finding enough skilled workers to deliver the upgrades on time.
The workforce gap
National Grid's Building the Net Zero Energy Workforce research estimated that around 117,000 roles would need to be filled across the energy sector between 2020 and 2030, with 400,000 roles needed over the period to 2050. These figures include new positions and vacancies created as existing workers leave the industry.
More recent government analysis has also identified significant workforce gaps across electricity networks, particularly among specialist engineers, managers and skilled craft workers. The challenge also extends to the wider energy system, where renewables, electrification and network reinforcement are all competing for technical expertise. Delivering complex, safe infrastructure requires workers with the right technical skills and experience.
Protection and control engineers, high-voltage substation engineers, electrical technicians and experienced site supervisors all have important roles to play. These positions require specialist knowledge, practical experience and, in many cases, years of training. They cannot always be filled by bringing in workers from adjacent sectors or recruiting inexperienced candidates at short notice.
This creates a difficult situation for programme teams. Several major projects may need the same skills at the same time, often within the same regions. As demand increases, employers must compete for a limited pool of experienced people, potentially putting pressure on recruitment timelines, project costs and delivery schedules.
The ageing workforce
The workforce challenge is only compounded by the age profile of the existing workforce. National Grid's workforce research highlighted the need to replace experienced workers approaching retirement while attracting and training the next generation. Its earlier analysis estimated that around 140,000 people would need to be replaced across the energy workforce between 2020 and 2050 as workers left their roles.
Training new entrants takes time, and developing the technical knowledge and practical competence needed for specialist grid roles cannot be rushed to match a sudden increase in demand. The industry also faces competition for engineering and technical talent from other infrastructure sectors. Construction, rail, nuclear and other energy projects all need experienced professionals, often drawing from overlapping talent pools.
This means the grid programme cannot rely on recruitment alone. Retaining experienced workers, investing in apprenticeships, retraining people with transferable skills and widening access to technical careers will all be important. The industry needs to train more new workers, while helping experienced staff stay in their roles and pass on their skills.
Plan the workforce early
Developers, EPCs and programme directors need to consider workforce needs from the start of a project, rather than waiting until construction is about to begin. This means identifying which roles will be needed, when they will be needed and whether enough people with the right skills are available. It also means spotting potential shortages early, especially when several projects need the same specialists.
Planning ahead helps employers prepare for skills shortages, build relationships with potential candidates and explore different ways to fill hard-to-recruit roles. Training new workers and developing existing staff can also help reduce pressure on the available workforce.
There is no single solution, as some roles can be filled through recruitment, while others will require training and longer-term planning. The key is to recognise that having enough skilled workers is just as important as having the funding and equipment to deliver a project. Without the right people, even well-funded projects risk delays.
Who will build the UK's new grid?
The UK's grid upgrade is a major opportunity to strengthen energy security, connect more renewable generation and support the country's long-term electricity needs. But the scale of the project brings practical challenges. The industry must deliver more infrastructure in less time while competing for specialist skills that take years to develop. The question is now whether the industry can build the workforce needed to deliver that investment.
At ERSG, we work across the transmission and distribution market, supporting organisations with specialist workforce requirements. Understanding where demand is growing, which skills are hardest to secure and how the market is changing is central to helping our clients plan ahead.
For a deeper look at supply, demand, market rates and the roles under pressure, download ERSG's 2026 State of the Grid Market Report.
