An Electric Future Awaits

Nothing really happens without electricity anymore and if a stable career, which is also very well paid, is interesting, you could do worse than getting amongst the energy trades.

When we talk about energy jobs, we are mostly talking about the core energy trades: electricians, air conditioning and refrigeration mechanics, and lineworkers who build and maintain power distribution and transmission networks.

No single “type” of person suits the energy trades.

“For too long, people have viewed trades too narrowly. That has limited the talent pool at the exact time the sector needs more people. The energy transition needs a broader, more diverse workforce,” Powering Skills Organisation (PSO) CEO Anthea Middleton says.

The sector needs practical, curious, safety-minded problem-solvers. Maths, technical reasoning and STEM capability matter. So does enjoying hands-on work and learning by doing.

These careers also suit people who want independence. Many qualified tradespeople become sole traders, run small businesses or build specialist careers in emerging areas.

“We need to challenge outdated assumptions about who belongs in the industry. Women make up only a small share of the energy trades. That must change. Mature-age apprentices also play an important role in the pipeline, with strong completion and retention outcomes in many cases.

“These careers will not suit everyone. But people should explore them before ruling themselves out because of old stereotypes about the trades,” she says.

For school students, the pathway starts with exposure: keep maths and STEM options open, try work experience, school-based VET or a pre-apprenticeship, then pursue an apprenticeship if the fit is right. The main entry point remains an apprenticeship linked to a trade qualification, because these are safety-critical jobs that require paid work, formal training and supervised practice.

Those qualifications now open the door to some of the biggest changes in the economy. Electricians work across renewable energy, batteries, electrification and grid upgrades. Refrigeration and cooling trades support AI data centres, which need complex cooling systems.

There are no real shortcuts into the licensed energy trades, and there should not be. These are safety-critical roles that require proper supervision, judgement and technical capability.

Middleton says, “The apprenticeship model takes time because it builds those skills on the job, not just in a classroom. Most people enter through a competency based apprenticeship, typically lasting four years, combining supervised on-the-job training with formal training through a registered provider.

“Strong demand does not justify lowering safety and licensing standards. We need to grow the workforce while maintaining the standards the community expects.”

That does not mean apprentices take four years to become useful. Employers often report that third- and fourth-year apprentices make a strong contribution and take on more substantial work under supervision.

In the current labour market, employers also compete for late-stage apprentices. These apprentices have valuable skills, continue to train, and can help businesses facing shortages. In some cases, other employers recruit them before they complete.

Industry needs qualified energy tradespeople most, especially licensed electricians and lineworkers.

In PSO’s 2026 industry survey, two thirds of businesses reported shortages of qualified trades workers. More than half carried vacancies, and many had left those roles unfilled for six months or longer.

The bigger shift sits in the depth and specialisation of these trades. We are not simply seeing new occupations emerge. Existing trades now need new technical capabilities as the energy system becomes more complex.

Battery installation, large-scale storage, power reliability, data centre cooling, electric vehicle infrastructure and Vehicle-to-Everything technology all create new skills demand.

That means we need more qualified workers and stronger pathways for existing tradespeople to keep upskilling across their careers. Licensed energy trades will need more structured continuing professional development.

Youth unemployment is high and regional Australia has a clear opportunity.

“Youth unemployment often sits higher in regional areas. At the same time, renewable energy and infrastructure projects are creating jobs in those communities. We should connect local young people with those training pathways and local jobs.

“Communities hosting major energy projects expect local benefit. They want jobs, apprenticeships and long-term career pathways. That also strengthens social licence,” she says.

“Schools, employers, TAFEs and training providers need stronger, more practical links. They also need place-based workforce plans that reflect each region’s needs, not just national targets.”

The New England Renewable Energy Zone Training and Skills Study, commissioned by EnergyCo in NSW, offers one example. It examined local workforce needs, training gaps and ways to connect regional communities to future energy jobs.

“Apprenticeships depend on employers. Many energy trade employers run small businesses. They may want to train apprentices, but lack the time, capacity or financial confidence.

“So education-industry links must go beyond connecting schools with major project developers. We also need to help smaller employers take on apprentices and make the value proposition clearer. Much of the workforce pipeline will come from those businesses,” Middleton says.