The UK’s maintenance and reliability sector is facing one of its toughest workforce challenges in decades. According to Mainstream’s State of Maintenance and Reliability in the UK 2025 report, 27% of UK maintenance engineers are now over 55 years old, and 38% of technical specialists are set to retire within five years. Add to that an annual shortfall of 37,000–59,000 engineering graduates, and it’s clear the sector is heading towards a serious skills crunch.

 

For manufacturers and service providers, this means not only a shrinking pool of experienced engineers but also a growing need for new skill sets. The shift towards digitalisation, automation, and data-driven maintenance has created demand for engineers who can combine traditional mechanical know-how with modern technical understanding — something that’s becoming increasingly difficult to find.

 

The perfect storm for employers

 

Many maintenance teams are already stretched. Retirements are accelerating, new entrants are limited, and competition for skilled engineers is fierce. Employers are reporting longer times to fill vacancies, higher recruitment costs, and increased pressure on existing staff to cover skills gaps. The knock-on effects include more downtime, reduced reliability, and difficulty implementing predictive maintenance or digital transformation projects.

The problem isn’t just about a lack of numbers — it’s about the misalignment between available talent and evolving industry needs. Even when new graduates enter the workforce, many lack hands-on experience or exposure to modern manufacturing environments. Meanwhile, older engineers often carry invaluable knowledge that risks being lost if not transferred effectively before retirement.

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How recruiters can make a difference

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Specialist engineering recruiters are uniquely placed to help bridge this gap. But it takes more than simply matching CVs to job specs. Here’s how effective recruiters can support both employers and engineers through this transition:

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1. Accessing hidden talent

With such a tight labour market, the best engineers are rarely on job boards. Recruiters with established networks can reach passive candidates — experienced engineers who aren’t actively looking but would consider the right move. They can also identify transferable skills from adjacent industries such as utilities, defence, or process engineering, widening the available talent pool.

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2. Understanding technical needs

Maintenance and reliability recruitment demands technical fluency. A recruiter who understands the difference between reactive and predictive maintenance, or who recognises what PLC fault-finding experience means in practice, can quickly assess whether a candidate fits both the technical and cultural requirements of a role. This level of understanding saves employers time and improves long-term retention.

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3. Promoting succession planning

Recruiters can help employers plan ahead, not just fill immediate vacancies. By tracking workforce demographics and anticipating retirements, they can support succession strategies — identifying future leaders, recommending training investment, and ensuring continuity of critical skills.

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4. Supporting upskilling and reskilling

Given the pace of technological change, it’s unrealistic to expect all new hires to have every skill on day one. Recruiters can work with clients to design more flexible hiring strategies — for instance, hiring mechanically strong engineers and supporting them through controls or automation training. Some agencies now collaborate with training providers to bridge these gaps directly.

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5. Advising on attraction and retention

A recruiter’s view across multiple employers gives them valuable insight into market pay, benefits, and workplace culture. They can advise clients on how to make roles more appealing — whether that’s through flexible shifts, development opportunities, or better onboarding processes. At the same time, they can guide engineers on how to position their experience for emerging technologies.

Looking ahead

The maintenance and reliability workforce challenge won’t be solved overnight. However, by partnering closely with specialist recruiters, employers can mitigate many of the risks. The best recruiters act as consultants — analysing workforce trends, identifying skills gaps before they become critical, and helping companies secure people who can adapt as technology evolves.

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For engineers, this partnership offers equal benefit. Working with a recruiter who understands the market provides access to opportunities that align with their skills, ambitions, and preferred work environments — whether that’s stepping into leadership, moving into reliability, or gaining exposure to Industry 4.0 technologies.

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The coming years will test the resilience and adaptability of UK manufacturing. As older engineers retire and new technologies take hold, the ability to connect the right people with the right businesses will become more vital than ever. Skilled recruiters — those who combine industry knowledge, technical understanding, and genuine long-term focus — will play a central role in shaping the future of maintenance and reliability in the UK.