Skills crisis worsens, survey of water engineers finds

The water industry is facing a perfect storm featuring intensifying talent shortages, engineer departures and a looming retirement cliff as AMP8 commences. That’s according to a new report from water industry recruitment firm, Water by Murray.

In its 2025 Water Industry Labour Report, the specialist revealed that the number of water engineers raising concerns about skills and recruitment had almost doubled in the last year, up from 26% in 2024 to 49% this year.

Moreover, 66% are seeking roles in other markets, namely oil and gas, nuclear and renewables, and 23% are set to retire in the next five years.

According to Water by Murray, these results, from the study of over 4,300 engineers from across the UK water industry, should sound alarm bells for employers that are already battling ongoing shortages as AMP8 begins. Adam Cave, founder and managing director, said: “Last year’s data from the inaugural study revealed a worrying picture; however, if anything, this year’s findings show that the talent crisis has only intensified over the past 12 months, which is particularly concerning as we embark on the largest asset management period of all time. Engineers working at the coalface clearly recognise the impact that shortages are having on productivity and output."

Neil Dhot, executive director at AquaFed, added: “The growing problem of talent shortages in the UK water sector is sadly something that is happening all over the world. All utilities need to fundamentally rethink how they market themselves to potential employees so they can attract the best talent. Human resource management is as big as any other issue that utilities globally have to prioritise. Water by Murray’s report holds a mirror to the UK sector, but everywhere else too, and decision-makers need to step up and take action.”

• Utilities needs to pay far closer attention to fostering of a genuinely supportive culture. That was among the advice from the Women’s Utilities Network (WUN), after surveying 300 workers, 35% of whom were from the water sector. The study found a strong ‘on paper’ workforce culture. For instance, 94% said their employer offered work-life balance initiatives, and 69% said that their leadership team takes workplace culture and wellbeing seriously. However, 35% said that they feel guilty if they make use of the flexible working available and only 53% said they always feel free to be their authentic self at work.

 Commenting on the findings, Jo Butlin, co-founder at WUN, said: “While it’s encouraging to know that the majority feel that their employers take culture and wellbeing seriously, it is clear that leadership teams must ensure that company policy is more deeply embedded throughout their organisation. To help this become a reality, the report suggests some clear, practical actions to guide organisations and individuals towards achieving a genuinely positive working environment.”