A guest post by AddSecure, a Skills for Security Sponsor.
The UK faces an ongoing skills shortage and the security and alarm industry is no exception.
Reports from the BSIA suggest that over 30,000 more alarm engineers are needed to meet ongoing sector demand. However, in order to meet the UK government’s housing, infrastructure and retrofit goals it is estimated that nearly one million additional workers will be needed in the built environment sector by 2030.
With a skills shortage crisis coupled with high demand for alarm engineers, it is vital that action is taken now to address urgent need for skilled workers. Not only does the sector need more workers to meet the demands of increasing infrastructure, but alarm installation and maintenance work is also becoming much more complex.
Installers now require strong knowledge of compliance and must keep pace with future-proof technologies. As demand increases and work becomes more skilled, fire and security apprenticeships, along with business apprenticeships, are needed more urgently than ever.
Despite a push from the government on apprenticeship uptake, it has focused mostly on sectors like construction, leaving the security sector still tackling the skills shortage without much support. With this in mind, what further action can be taken to support the UK alarm industry and strategically invest in early careers efforts?
One barrier to securing apprenticeships in the alarm sector is the limited career pathway. Unlike construction, the alarm sector has just one recognised route – the Fire, Emergency and Security Systems Technician apprenticeship – which can leave those new to the industry uncertain about the next step and long-term progression in their career.
In addition to this, accessibility can also be a challenge. For example, in 2019 fire and security alarm training was only available at three centres nationwide, limiting local study options. Progress has since been made, with seven centres now supporting around 3,000 apprentices, but it is still a drop in the ocean compared to what’s needed to meet demand.
The lack of progression on to Level 4 and 5 apprenticeships remains a barrier, but education providers like Skills for Security are tackling the issue firsthand by developing national occupational standards to support higher-level training. This has been a welcome change in the industry and employers are increasingly recognising the value in taking on apprentices through specialist providers.
Another challenge for installers is the stricter enforcement of competency. Following the Grenfell Tower Inquiry and the Hackitt Report, ECS cards are now required on most construction sites to demonstrate skills, qualifications and health and safety knowledge. This is a positive step as it raises standards across the sector, but for alarm installers it’s crucial to keep up to date with industry regulations and have the relevant certification to prove competency. To achieve an ECS Gold Card, for example, installers must prove competency and this can only be achieved via an apprenticeship programme or through the experienced worker programme which are in short supply.
To meet this growing demand for certified talent, fire and security alarm businesses must proactively consider their employer sponsorship models. This can be achieved through formal apprenticeship recruitment or by partnering directly with education providers. For example, the Skills for Security teams have attended 15 school career fairs in the last year, bringing along partner technology, such as AddSecure’s alarm signalling portfolio, to inspire students. This year was also the first-ever dedicated fire and security careers fair, which proved to be a successful event that gave partners the valuable opportunity to engage directly with over 200 young attendees. Such initiatives are a step in the right direction, raising awareness and showing that careers in fire and security alarm are just as appealing as other trades.
Despite awareness-driving school events, the sector has historically relied on word-of-mouth to attract new talent. To tackle the skill shortage, a broader strategy is needed that thinks beyond traditional routes. For example, incorporating digital and social media campaigns alongside partnership initiatives can help reach untapped audiences and highlight the availability of apprenticeships to a wider talent pool.
Employers can also help shape learning pathways to attract more people into the sector. Prior to 2024, apprenticeships offered individual pathways where candidates could focus on security-only, fire-only or combined fire and security, allowing employers to select the most suitable qualification. Since 2024, the apprenticeship has merged these into a single, multiskilled Level 3 advanced technical qualification, ensuring all apprentices gain competencies across the entire sector. While some employers may choose to primarily focus on one area, this comprehensive training provides apprentices with lifelong, transferable skills and sector-wide knowledge, mitigating any disadvantage by offering in-house experience if an employer can’t provide diverse work.
Another barrier is the perception that apprentices are costly whereas in reality, most become profitable within six months. Employers have the ability to tailor training by partnering with academies to create bespoke modules that incorporate their specific technology, equipment, or even company culture and values. For example, an employer may opt to front-load training, using four weeks of intense learning to quickly create a base understanding, allowing the apprentice to then immediately enter the workplace at a junior level for on-the-job development. This flexibility greatly benefits both large corporations and smaller enterprises.
Offering apprenticeship roles beyond engineers can also help encourage new people to the sector. Business apprenticeships for roles like management or customer service can be made sector-specific by integrating technical industry terminology and standards into the course, ensuring even non-technical staff understand the core of the industry. It goes without saying that security sector apprenticeships have come a long way in recent years, with more centres, broader training pathways and growing employer recognition. However, compared to industries like construction, they remain under-supported and risk falling short of urgent demand.
Employers must view apprenticeships as long-term investments, while industry bodies should continue modernising progression routes with flexible, fast-learning options alongside classroom training. With stronger government backing and greater awareness among SMEs, the sector can close the skills gap and inspire the next generation to see being an alarm engineer in the fire or security sector as a valued, future-proof career.
