For the RACHP sector, the Budget needs to be viewed through one fundamental question:

How do we develop the skilled workforce required to support the industry's future growth?

For me, the key issue is not just how many heat pumps we install or how much investment goes into clean energy. It is whether we have the people, training provision and technical skills to deliver it.

The Budget and wider skills policy present an opportunity to strengthen the sector's approach to workforce development, apprenticeships, technical education and lifelong learning.

1. The key Budget announcements for skills

There are several developments worth paying attention to:

• £100 million for apprenticeship brokerage: Extending support across all 14 Mayoral Strategic Authorities in England, helping connect young people with apprenticeship opportunities and employers, particularly SMEs.
• Apprenticeships on major infrastructure projects: A minimum 3% of the workforce on large government construction and infrastructure projects will be required to be apprentices.
• Union Learning Fund: Returning in England with £15 million annually from 2027/28 to support workers' learning and training.
• Youth employment and apprenticeships: Existing support for young apprentices and employment programmes is being continued.

These are relevant opportunities for the RACHP sector, although they do not represent dedicated RACHP skills funding.

2. What should this mean for RACHP skills?

• Apprenticeships and recruitment: We need to turn apprenticeship brokerage into genuine opportunities for RACHP employers, particularly smaller businesses that may lack the capacity or knowledge to navigate the system.
• Technical education: We need more visibility of RACHP careers within schools, colleges and careers guidance, with stronger links between technical education and employers.
• Training provision: We need to address the availability of specialist training providers, teaching capacity, equipment and geographical coverage, ensuring that learners can access quality training.
• Upskilling and reskilling: The sector cannot rely on young people alone. We need opportunities for existing engineers, career changers and workers from adjacent trades to develop new competencies and progress.
• Skills for the future: Training needs to keep pace with changing technologies, including heat pumps, low-GWP refrigerants, natural refrigerants, controls, electronics, energy efficiency and safe working practices.

3. The opportunity for the IOR Industry Skills Alliance

I would use this Budget as a platform to strengthen the Alliance's role as the industry's collective skills voice.

With employers, providers, awarding organisations and industry partners around the table, there is an opportunity to:

• Establish a clear evidence base of current and future workforce demand.
• Identify the skills shortages and training gaps by occupation and region.
• Connect employers with colleges, apprenticeship providers and young talent.
• Develop stronger entry routes and progression pathways into RACHP.
• Influence Skills England and government policy through a united industry voice.

The expansion of apprenticeship brokerage is particularly relevant. The Alliance could help ensure RACHP employers are visible to local brokerage services and that apprenticeship opportunities translate into actual recruitment.

My conclusion

The Budget reinforces the importance of skills, employment and apprenticeships, but the real test for RACHP will be implementation.

We need to move beyond simply promoting the industry and focus on building a sustainable skills pipeline: attracting new talent, developing existing workers, strengthening training provision and giving employers the confidence and support to invest in people.

For me, the priority is clear: one industry, one skills voice, and a coordinated approach to developing the workforce RACHP needs.

That is where the IOR Industry Skills Alliance can make a real difference.