Engineering talent in FM: shortages, M&A and what it means for our clients
The UK facilities management sector is growing, but is it held back by a shortage of skilled engineers?
Recent industry surveys show around two‑thirds of FM leaders find it difficult to hire and retain technical staff, with wage inflation of 5–7% on fixed‑price contracts squeezing margins and stretching mobilisation budgets.
For a business, this isn’t just a labour market issue, it translates into higher day rates, tighter availability of compliant engineers, and greater delivery risk on continuity and regulatory compliance, as this is a non‑negotiable.
Why is there a talent shortage?
This isn't simply a short-term supply and demand issue. Several factors are coming together:
- An ageing workforce
Experienced engineers are leaving the industry faster than new talent is coming through, taking years of technical knowledge with them.
- A shortage of new entrants
Engineering careers haven't always received the same attention or incentives as university routes. Government support and public investment have historically been more heavily associated with higher education, while apprenticeships in technical trades have faced their own funding and awareness challenges.
- Rising salaries
Good engineers know they're in demand, while many FM contracts remain fixed-price, putting additional pressure on providers.
FM M&A: what does consolidation mean for clients?
The other major change across the market is consolidation.
The UK FM and property services market saw 181 mergers and acquisitions in 2025, up 54% on 2024. Larger players tend to have greater resources to invest in training, technical academies and apprenticeships, with some SME’s also putting greater focus in this space. Is this pushing family run and SME businesses out of competition for the best engineering talent?
Look beyond headline headcount
For critical estates, technical depth and genuine experience in your specific environment matter more than the size of the overall organisation.
Think about retention from day one.
Progression, stability, package and working environment all influence whether good engineers stay with an organisation.
Don’t leave technical hiring until mobilisation.
Roles that require specific qualifications, compliance credentials, and site‑specific experience have different lead times and sourcing approaches, and benefit from early, targeted planning.
Invest in the pipeline.
If the industry wants to address the shortage long term, apprenticeships and technical careers need to be treated as a genuine alternative to the traditional university route, by government, employers and the industry itself. Major FM providers now run structured schemes in engineering, facilities services and technical operations, giving new entrants paid, accredited pathways into hard FM careers.
The links below are just some of the useful schemes being run:
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Date Published: 7th October 2026
