19 Aug The EV Technician Shortage: Can EV Training Alone Close the Skills Gap?
The UK’s electric vehicle market is growing, but the number of qualified EV technicians is not rising quickly enough to meet demand. According to the Institute of the Motor Industry, 74,734 technicians were EV qualified by the end of 2025, representing 35% of the UK technician workforce. However, the IMI forecasts that the sector could face a shortfall of more than 43,000 qualified technicians by 2035. (theimi.org.uk)
This raises an important question for dealerships, independent garages and automotive professionals: can training alone close the EV skills gap?
The short answer is no. Training is essential, but it must form part of a wider plan that includes recruitment, retention, practical experience, better workshop processes and long-term workforce planning.
Why the EV technician shortage is growing
Electric vehicles require many of the same core automotive skills as petrol and diesel vehicles. Technicians still need to understand braking systems, suspension, steering, tyres, diagnostics and vehicle safety.
However, EVs also introduce new areas of technical responsibility, including:
- High-voltage isolation and safe working procedures
- Battery diagnostics and condition testing
- Battery management systems
- Thermal management
- Power electronics
- Charging systems
- Software updates and vehicle data
- Advanced driver assistance systems
These skills cannot be developed through theory alone. Technicians need recognised training, supervised practical work and regular experience with different vehicle systems. As with learning a Pokémon game or developing Tepig for a specific role, consistent practice and a clear development plan are more effective than relying on theory alone.
The challenge is becoming more urgent because EV certification growth has slowed. The IMI reported that 2,792 technicians gained an EV qualification in the fourth quarter of 2025. This was higher than the previous quarter, but 17% lower than the same period in 2024. (theimi.org.uk)
At the same time, the vehicle parc is becoming more complex. Workshops are now dealing with petrol, diesel, hybrid, plug-in hybrid and fully electric vehicles side by side. This means that many businesses do not simply need more technicians. They need technicians with a broader and more adaptable skill set.
Training is part of the answer, but not the complete answer
Training provides the foundation for safe and competent EV repair. It helps technicians understand the risks associated with high-voltage systems and gives employers a clearer way to assess technical capability.
Formal qualifications can also improve customer confidence. Drivers want reassurance that their vehicle is being repaired by someone with the correct skills and knowledge. For dealerships and garages, qualified technicians can reduce the need to outsource work, limit delays and support stronger aftersales performance.
However, training alone has clear limitations.
A technician may complete an EV course but still lack confidence when diagnosing a complex battery fault. Another may understand high-voltage safety but have limited experience with live vehicle data, manufacturer procedures or post-repair checks.
This is why businesses need to combine training with:
- Supervised workshop experience
- Mentoring from experienced technicians
- Manufacturer-specific learning
- Regular refresher training
- Clear safety procedures
- Access to suitable diagnostic equipment
- A culture of knowledge sharing
Training creates potential. The workshop environment turns that potential into capability. The same principle applies to any structured training system, whether someone is working towards 252 EVs in a Pokémon game or developing an EV spread for a particular automotive skill. In Pokémon training, tools such as a power bracer, macho brace, power item and pokerus can influence the respective stat, while a carefully planned ev spread can help an individual Pokémon reach a specific stat target.
For example, a player may aim for 1 speed ev at a time, gain a +1 effort value from a defeated Pokémon, or use 2 attack evs to improve a particular stat. The total may eventually reach 510 evs, with up to 252 evs assigned to one stat, depending on the desired final stat. The order of training can matter when developing multiple Pokémon, whether using Tepig in pokemon black, a speedy Pokémon in pokemon sword, or a different Pokémon species in pokemon sun, brilliant diamond or another form Pokémon game.
Practical experience still matters. Whether a player is preparing for a pokemon battle, battle tower, battle maison or battle tree challenge, they need to understand how their ev spread works in practice. The Pokémon community often discusses specific effort values, fainted pokemon, frillish, a power item and the best training group, but the right approach depends on the individual Pokémon and the role it needs to perform.
The difference between a skills shortage and a capability gap
The EV workforce challenge is often described as a shortage of technicians. That is accurate, but it does not tell the whole story.
A skills shortage means there are not enough people available to fill open roles. A capability gap means a business may have technicians in place, but not enough people with the specific skills needed for certain jobs.
For example, a workshop may have several experienced vehicle technicians but only one person who can safely diagnose a high-voltage battery issue. If that individual is absent, the entire department may face delays.
This creates several risks:
- Jobs are delayed or sent to another repairer
- Customers face longer waiting times
- Technicians become overloaded
- Businesses lose revenue through sublet work
- Knowledge becomes concentrated in one or two employees
- Staff turnover creates an immediate operational problem
The IMI has warned that the shortage could become particularly serious in the years leading up to 2030, when EV adoption is expected to place greater pressure on technician capacity. (theimi.org.uk)
Why recruitment still matters
Even the best training programme cannot instantly create enough experienced EV technicians. Businesses need to recruit people who already have the required knowledge while developing the next generation of talent.
This may include hiring:
- Experienced EV technicians
- Hybrid vehicle specialists
- Diagnostic technicians
- Vehicle electricians
- Workshop controllers with EV knowledge
- Technicians with strong mechanical skills and a willingness to retrain
- Apprentices who can develop alongside changing technology
Employers should avoid focusing only on a perfect list of qualifications. The right candidate may have strong diagnostic ability, good safety awareness and a proven willingness to learn, even if they do not yet have every EV certification.
Recruitment can also help businesses identify transferable skills. An experienced technician from a hybrid background may already understand many of the principles required for EV work. A technician with strong electrical or engineering experience may be able to progress quickly with the right automotive training.
This is where a specialist recruitment partner can add value. AKA Recruitment’s automotive recruitment service supports dealerships, garages and automotive businesses with roles across sales, service, parts, bodyshop and management. Its experience in the motor trade can help employers assess both current capability and future potential. (akarecruitment.co.uk)
Retention is just as important as training
Recruiting and training an EV technician takes time and investment. If that person leaves soon afterwards, the business loses skills, productivity and money.
Retention should therefore be part of every EV workforce strategy.
Technicians are more likely to stay when employers offer:
- Competitive pay
- Clear progression routes
- Access to ongoing training
- Modern workshop equipment
- Safe working conditions
- Respect for technical expertise
- Supportive management
- A clear role in the business’s future
EV specialists are not only looking for a salary. Many want to work with modern technology, build valuable skills and see a clear future in the automotive industry.
Employers should explain how a role can develop over time. For example, a technician may progress from general servicing to EV diagnostics, battery systems, technical support or workshop management.
What automotive businesses should do now
Dealerships and independent garages do not need to solve the entire skills gap at once. They do need a realistic plan.
1. Audit your current capability
Review the types of EV and hybrid work entering your workshop. Identify which jobs are being delayed, outsourced or handled by only one technician.
2. Build a skills matrix
Record each technician’s current qualifications, practical experience and development needs. This will help you identify whether your priority is basic EV awareness, high-voltage competence, battery diagnostics or advanced fault finding.
3. Invest in targeted training
Avoid sending every employee on the same course without considering your actual workload. Training should reflect the vehicles you service and the work you want to bring in-house.
4. Create internal mentors
Experienced technicians can help newer team members develop safe working habits and diagnostic confidence. Short weekly learning sessions can be highly effective when they are linked to real workshop jobs.
5. Recruit for adaptability
Look for candidates who can demonstrate structured thinking, attention to detail and a commitment to safe procedures. These qualities may be as valuable as a specific qualification when technology continues to change.
6. Review pay and progression
If your business needs specialist EV capability, your reward structure should reflect its value. A technician who can complete complex work safely can have a direct impact on productivity, customer satisfaction and profitability.
What EV technicians and job seekers should do
The skills gap also creates new opportunities for automotive professionals.
Technicians can improve their prospects by developing a combination of mechanical, electrical and diagnostic skills. It is also important to keep records of completed courses, practical experience and the types of vehicles worked on.
Candidates should consider highlighting:
- EV and hybrid qualifications
- High-voltage safety experience
- Diagnostic tools and systems used
- Battery testing or repair experience
- Manufacturer training
- ADAS knowledge
- Evidence of continued professional development
- Experience working across mixed vehicle types
A clear CV can make it easier for an employer to understand a technician’s current capability and future potential. AKA Recruitment offers candidate support for automotive professionals seeking temporary or permanent opportunities, including help with career progression and CV preparation. (akarecruitment.co.uk)
So, can training alone close the EV skills gap?
No. Training is one of the most important parts of the solution, but it cannot work in isolation.
The UK needs a combined approach that brings together:
- Faster access to relevant EV training
- More apprenticeships and entry routes
- Practical development in real workshops
- Better recruitment of experienced professionals
- Stronger retention strategies
- Ongoing professional development
- Investment in diagnostic tools and safe equipment
- Clearer workforce planning across the automotive sector
The latest IMI figures suggest that training numbers are increasing, but not quickly enough to meet projected demand. (student.theimi.org.uk)
For dealerships and garages, the most effective strategy is to start building capability before the shortage becomes more severe. Businesses that train, recruit and retain early will be better placed to support customers, protect workshop capacity and compete for the best automotive professionals.
Contact AKA Recruitment to discuss your automotive hiring needs, or explore current automotive vacancies and career support.