19 October 2025
|
Griff Thomas, Managing Director at GTEC Training and Heatly - part of United Infrastructure, shares how we need to train the next generation of skilled professionals to design, install, and maintain heating solutions at the scale required.
The UK’s push toward net zero is accelerating, with heat pumps emerging as a clear sign of progress. As government targets and incentives align with consumer demand for low-carbon heating solutions, heat pumps are rapidly moving from niche technology to mainstream necessity.
But there’s a problem. As it stands, we don’t have enough skilled people to design, install and maintain these systems at the scale required. Estimates vary, but most experts agree that tens of thousands of new heat pump installers will be needed in the next few years. So, how do we train them?
If the future of heating our homes is electric, then the future of training must reflect that. We can’t rely on ageing frameworks designed for traditional fossil fuel systems. We need training that is practical, engaging, and digitally supported to inspire a new generation of apprentices, career changers, and early entrants into the sector.
Why training needs to change
Heat pumps are not boilers. That sounds obvious, but it highlights why training methods need to evolve. Unlike gas systems that feature relatively similar technology and need to be installed to standard designs, heat pump installation calls for a more nuanced skillset.
Correctly sizing a heat pump system, designing the pipework, integrating with existing heating systems, and optimising for efficiency all demand a deep understanding of building physics and system design. Installation is not just about connecting components, but delivering a solution tailored to each property.
Traditional training models frequently focus on the “install and go” mentality. For heat pumps, this isn’t going to cut it. Poorly designed or installed systems are destined to underperform, and risk-taking consumer confidence in the technology down with them. That’s why training must place as much emphasis on design, commissioning and customer interaction as it does on installation.
The skills challenge
The UK’s current installer base is dominated by gas engineers, many of whom have the practical skills and customer experience that make them excellent candidates for retraining. But gas engineers alone aren’t enough to fill the gap. We need to place emphasis on attracting young people and career starters who see renewables (and particularly heat pumps) as a future-proof career.
The challenge is twofold:
- Scale: We need to train thousands more installers, as quickly as possible.
- Quality: Every installer needs to meet high standards, ensuring the performance of heat pumps lives up to expectations and delivers on their environmental promise. Meeting these challenges requires us to give deep consideration to both the content of training and how it is delivered.
Making training practical and real-world
Heat pump training must be rooted in practical, hands-on experience. Learners need to work with real equipment, face real-world challenges, and build confidence in their ability to solve problems.
At GTEC Training, we’ve found that creating training environments that simulate on-site conditions gives learners the skills and resilience they need for success in the field. This includes training focused on system design exercises and troubleshooting live heat pumps, which helps to bridge the gap between theory and practice, ensuring classroom learning translates effectively into the workplace.
Apprenticeships and early-career pathways are crucial here because they provide the time and structure for learners to develop both competence and knowledge. However, these routes must be carefully designed to avoid overloading learners with too much theory early on. A blended model where learning is reinforced through progressive, practical tasks helps to keep learners engaged and accelerates the development of job-ready skills.
Engaging the next generation
The trades are not always the first career choice for many young people. While perception is partly to blame, it’s also because training isn’t always learner friendly. This generation has grown up with interactive apps, on-demand content, and gamified experiences. If training is static, text-heavy, or detached from the real world, we risk losing their interest before they even start.
To engage the next generation of heat pump installers, we must consider how training is delivered. Digital simulations, interactive learning platforms, and even gamification can make training more engaging and accessible. Imagine learners practising system design in a virtual environment, experimenting with different layouts, and instantly seeing the impact on performance, or using an app to reinforce theory-based content with short, interactive modules that can be completed on the go.
These tools don’t replace hands-on experience, but they can complement it. They help learners prepare before entering the workshop and provide ongoing support after formal training concludes.
Harnessing digital tools
Digital support is one of the most exciting opportunities in training today. For heat pumps, where design, installation, and maintenance can be complex, digital tools can help learners develop competence and confidence.
One option is Augmented Reality (AR), which overlays digital schematics onto physical equipment to guide learners through installations or fault-finding. One example of this is Heatly’s digital tool, designed to support the survey, design, installation and commissioning of heat pump systems - utilising 2D/3D modelling and AR to create a fully interactive and intuitive system design for ease of installation.
Mobile learning apps could be utilised to support with bite-sized learning, video demonstrations and easy-access troubleshooting guides. Digital twins with virtual replicas of heat pump systems could be an excellent option for allowing learners to experiment with design, commissioning, and optimisation in a risk-free environment. And lastly, online communities with peer-to-peer support networks where apprentices, junior and senior installers can share their experiences, ask questions and access expertise.
Digital tools can also benefit employers. Think digital training records, progression dashboards, and performance tracking to provide visibility over learner development, helping employers offer targeted support and ensure high standards are met.
Building confidence in heat pumps
For heat pumps to succeed, we need to foster a culture of excellence through training that instils professionalism, customer focus, and pride in workmanship.
Unlike gas boilers, heat pumps often involve significant conversations with customers about how they use their home. Installers must be able to clearly explain how the system operates, set realistic expectations, and build trust. These “soft skills” are often overlooked in technical training but are vital to ensure the market’s long-term success.
If early installations are poorly executed or badly explained, consumer confidence could be at risk. But if new entrants are trained to be both technically competent and customer-focused, they can become ambassadors for the technology, driving uptake and helping to lift the industry’s reputation.
Apprenticeships: A cornerstone for growth
Apprenticeships offer one of the most powerful routes to building the workforce we need. But they must be designed around the realities of heat pump work. That means blending classroom learning with practical site experience to build confidence in real-world settings, embedding digital tools to support ongoing education, and ensuring employers are equipped to mentor apprentices and those early in their careers, with the correct resources and support.
A well-structured apprenticeship builds a professional who is committed to quality, understands the value of the technology, and sees a clear career path ahead.
A shared responsibility
Reimagining training is not the responsibility of training providers alone. It requires collaboration across the sector from manufacturers, employers, policymakers, and awarding bodies. Manufacturers should provide easy access to the latest technologies and ensure training aligns with real-world product developments. Employers must invest time and resources into supporting apprentices, early-career entrants and those installers who are keen to upskill. Policymakers must ensure funding and frameworks are fit for purpose, incentivising quality as well as quantity. If we work together, we can build a training ecosystem that is robust, flexible, and capable of meeting the challenges ahead.
https://gtec.co.uk
