Offshore Wind Firms Could Be Tapped to Fund Workforce Training Under New Government Proposals

The UK government is preparing changes for the 2026 Allocation Round 8, also known as AR8, that would reshape the process of awarding contracts in the offshore wind sector. At the heart of the proposal is a new push to encourage developers to invest directly in the renewable energy workforce.

Under the plan, companies bidding for offshore wind projects would be rewarded if they contribute to training schemes or workforce development funds. This could include funding for upskilling oil and gas workers, as well as providing apprenticeships and entry-level opportunities for school leavers. When the government decides which projects to award contracts to, it will consider these contributions.

The initiative is tied to the Fair Work Charter, a framework the government intends to embed into AR8. It builds on the Clean Industry Bonus, which already provides extra funding to developers that establish new factories in struggling regions or commit to more sustainable supply chains. If implemented, the updated charter would cover everything from education schemes and training facilities to equipment, work experience placements, and internships.

Energy secretary Ed Miliband said: “Britain’s clean energy future will be powered by secure, unionised jobs for local people right across the country – from East Anglia to Teesside and Aberdeen.

“We’re backing businesses that invest in working people in these communities, securing a route to long-term careers for oil and gas workers, apprentices and school leavers, as we deliver our Plan for Change.”

There is also a chance that the Clean Industry Bonus could be expanded to onshore wind. Since 2015, England has seen virtually no new onshore wind capacity, and ministers want to reverse that trend by offering more substantial incentives.

UNISON general secretary Christina McAnea said: “Clean, homegrown energy is vital to Britain’s future growth and to tackling climate change. A highly skilled, fairly paid, and secure clean energy workforce is essential to achieving these goals.

UNISON has long argued that the government needs to invest in retraining existing energy workers so their skills and experience can be transferred to clean energy jobs. Investment in apprenticeships and opportunities for young people is crucial in building the workforce of tomorrow.

“This initiative offers a chance to boost skills across the energy sector, create and protect well-paid jobs, and support the renewal of coastal communities and industrial regions. Working together under a Fair Work Charter – unions, government and business – can deliver growth and stronger protection for workers.”

A second element of the consultation examines workforce protections, including enhancing access to trade unions and ensuring fair working conditions for offshore workers. The government argues that building a large and skilled renewable workforce is one of the most significant challenges of the energy transition.

Current projections suggest that offshore wind could support as many as 100,000 jobs across the UK. Salaries in the sector are also attractive, estimated to be around £10,000 above the national average. Yet the path into renewables is not always straightforward.

Research by Robert Gordon University shows that roughly 90 percent of oil and gas workers already possess transferable skills, but transitioning them into offshore wind roles requires structured programs. Scotland’s Oil and Gas Transition Training Fund is one example, backed by both the Scottish and UK governments. Another is the UK-wide skills passport scheme, which launched in January with £3.7 million from Scotland’s Just Transition Fund. The passport enables workers to document and verify their skills, allowing them to connect with relevant opportunities in the renewables sector.

Even so, age demographics remain a significant obstacle. Workers over 40 make up a large portion of the oil and gas sector, while those over 60 account for almost one in five. By contrast, just 12 percent of the workforce is under 30. As older employees retire, the renewables industry will need to attract new talent on a scale it has not yet achieved.

Some developers are already trying. Ocean Winds, for example, has invested £100,000 in a welding training programme linked to its Moray Firth projects. RWE has been expanding its wind turbine technician apprenticeship scheme, sending trainees to the £13 million Rhyl Engineering Centre, a facility built in partnership with RWE Renewables.

Still, industry voices warn that this is not enough. The Engineering Construction Industry Training Board has stated that young people alone will not be able to fill the looming gap left by retiring workers. Aberdeen-based EPC firm Nexos recently echoed this concern, noting a decline in apprenticeship applications. Company leaders argue that outreach comes too late and that the sector needs to start engaging with children much earlier, long before they reach university age.

The upcoming consultation on AR8 will test whether policy can close this gap. For now, the message from government and industry is clear. Offshore wind is not only about turbines and infrastructure. It is also about people, and the future of the sector will depend on how effectively the UK can build, retrain, and inspire its workforce.