To become a certified aircraft engineer in the UK, individuals must obtain a Civil Aviation Authority Part-66 Aircraft Maintenance Licence, which typically takes between three and five years to achieve. This reflects the rigorous theoretical knowledge, practical training, and workplace experience required to maintain aviation safety standards. The existing UK regulation already allows for engineers training to be fast tracked, where they undergo training through a ‘basic course’ proved by a UK approved Part 147 organisation. This basic training allows the reduction for Category B licences from 5 years’ experience to 3 years and for Category A licences from 3 years to 1 year.

Aviation operates in the private sector, and it is for employers in the sector to ensure that they have the workforce skills they need to continue operating and expanding.

The Department continues to monitor the workforce outlook for the sector overall through ongoing engagement with the industry.

Both the Department for Transport and the Civil Aviation Authority (CAA) engage regularly with operators as part of oversight activities and stakeholder meetings.

Current evidence through these engagements show that the approved maintenance organisations maintain sufficient numbers of licensed engineers to meet their operational requirements.

Aviation operates in the private sector, and it is for employers in the sector to ensure that they have the workforce skills they need to continue operating and expanding in future. Government and the CAA will continue to engage with the sector, and will consider options to intervene, when suitable and proportionate.

The table below shows the number of individuals that had initial UK Part-66 aircraft maintenance licences issued over the past five years. It does not show renewals or changes to existing licences. A licence once issued is valid for 5 years.

The spike of non-UK licences was when the Civil Aviation Authority had a process to obtain a UK Part-66 Aircraft Maintenance Licence for holders of an existing EASA Part-66 licence. This process closed on 31 December 2022.

The Department for Transport and the Civil Aviation Authority (CAA) do not hold data on the recruitment, retirement or other departures of air traffic controllers. Air traffic control providers are responsible for maintaining sufficient operational capacity and qualified personnel, with the CAA providing safety oversight. Since 2022-23, the Civil Aviation Authority has published the number of licensed air traffic controllers in its Annual Report and Accounts.

As the UK aviation sector operates predominantly in the private sector, airlines are responsible for recruiting and training pilots to meet current and future demand. Airlines including British Airways and Jet2.com are expanding training through sponsored cadet programmes and partnerships with approved training organisations. The Department and the CAA do not hold data on applications to, enrolments in, or completions of approved aircraft maintenance engineer training programmes.

The CAA does publish data on holders of British Civil Airworthiness Requirements and Part-66 aircraft maintenance licences, including their age profile. There were nearly 14,000 UK licensed aircraft engineers covering both the commercial and general aviation sectors in 2025. Airports are responsible for decisions on expanding their own training academies and colleges.

The Department engages regularly with airport officials on a range of operational, strategic, and policy matters affecting the sector.

It has not proved possible to respond to this question in the time available before Prorogation. I will correspond directly with the noble Lord.

The total remuneration package for the RAF Engineers Financial Retention Incentive is approximately £113.5 million.

The Department is taking measures to improve the recruitment and retention of engineers, whilst also increasing the number of engineers on the F-35 Lightning Force to improve availability.

We remain committed to strengthening recruitment and retention across the Armed Forces through a range of targeted initiatives and measures. We continually monitor retention and review the overall offer, and recent data shows encouraging progress. For the first time since early 2021, intake now exceeds outflow. In the 12 months to 1 October 2025, the number of people joining the Armed Forces increased by 13% compared to the previous year, while departures fell by 8%. Applications also continue to rise.

Recruiting for certain specialist or technical skills — such as cyber, digital, healthcare, medical, and engineering — remains challenging due to strong competition in the wider labour market. To address this, we are implementing actions to improve retention, including more flexible terms of service, a modernised allowance system, bespoke pay spines, skills payments, Targeted Financial Retention Incentives (FRIs) and a pilot ‘total reward’ approach for engineers.

Recent changes include FRIs for engineers and targeted skills payments for cyber and engineering roles. Early feedback from our pay supplement trial for critical engineering skills indicates a 53% increase in intention to remain – an encouraging sign, though we recognise more work is needed. Further, the Perceived Value of the Offer survey piloted with engineers in 2024 was expanded this year to all Regular personnel. This evidence will inform future reward policies and interventions, ensuring they reflect what personnel value most, thus strengthening retention across the Services, particularly in critical engineering and technical roles.

I refer the hon. Member to the answer I gave to his previous Question 87989 on 18 November 2025:

https://questions-statements.parliament.uk/written-questions/detail/2025-11-04/87989

I refer the hon. Member to page 15, paragraphs 15-17 of the Fifty First Report of the Committee of Public Accounts of Session 2024-26 on The UK’s F-35 stealth fighter capability, HC 1232, published on 31 October 2025.

The Ministry of Defence (MOD) has increased its recruitment of engineers significantly in the last two years; offering joining bonuses and increasing the capacity of its technical training skills to enable more recruits to be trained more quickly. To improve retention the RAF has implemented a Financial Retention Incentive for engineers.

The MOD has acknowledged that the F35 programme suffers from a shortage of engineers and that it is crucial that the Department addresses this issue, with significant steps already having been taken to improve the situation. However, training time required for engineers means that it is expected to take three or four years before the programme has the required numbers.

The MOD has noted the Public Accounts Committee’s recommendations related to personnel and will be responding through the Treasury Minute Process in due course. The recruitment and retention of personnel remains one of the top two priorities for the Chief of the Defence Staff.

AWE notified the Ministry of Defence last year of its intent to conduct a reorganisation to strengthen the company as it embarks on the challenge of designing and manufacturing the next generation of the UK’s sovereign nuclear warhead.

The ongoing restructuring will not reduce the overall number of employees, as the company will continue to hire appropriately qualified skilled professionals, including scientists and engineers. This activity will ensure AWE has the right people with the right skillsets in place to deliver defence outputs, both now and in the future.

The precise nature of the reorganisation is an operational matter for AWE. AWE will work closely with the trade unions throughout the consultation period and are committed to approaching the process with fairness, care and respect for its employees.

I refer the hon. Member to page 15, paragraphs 15-17 of the Fifty First Report of the Committee of Public Accounts of Session 2024-26 on The UK’s F-35 stealth fighter capability, HC 1232, published on 31 October 2025.

The Ministry of Defence (MOD) has increased its recruitment of engineers significantly in the last two years; offering joining bonuses and increasing the capacity of its technical training skills to enable more recruits to be trained more quickly. To improve retention the RAF has implemented a Financial Retention Incentive for engineers.

The MOD has acknowledged that the F35 programme suffers from a shortage of engineers and that it is crucial that the Department addresses this issue, with significant steps already having been taken to improve the situation. However, training time required for engineers means that it is expected to take three or four years before the programme has the required numbers.

The MOD has noted the Public Accounts Committee’s recommendations related to personnel and will be responding through the Treasury Minute Process in due course. The recruitment and retention of personnel remains one of the top two priorities for the Chief of the Defence Staff.

Reservoirs capable of holding over 25,000m³ water above ground level are regulated under the Reservoirs Act 1975. Not all agricultural reservoirs will fall into this category. Anyone building one which does must appoint an engineer to oversee the construction. That engineer must be one who has been appointed by Ministers to a relevant panel. They are listed here.

The Department strongly supports the need to boost the supply and capacity of reservoir panel engineers. Defra is working with the devolved governments and Institution of Civil Engineers (ICE) to: enhance engineer training and development; improve access to engineers for smaller reservoir owners; reach out to adjacent engineering sectors to boost recruitment; and review the existing panel structure to support engineer career progression. This is part of a wider programme of reservoir safety reform Reservoir Safety Reform Programme | Engage Environment Agency.

Retention payments remain under constant review and are targeted where they provide the best value for recruitment, retention and the taxpayer. For aircraft engineers specifically, we are collecting data on their efficacy and will review if necessary.

Financial incentives, including retention payments, are but one method we use to improve recruitment and retention and are not just targeted at aircraft engineers. We are always seeking ways to incentivise Service, not all of which are financial. The Strategic Defence Review also explored the importance of pay and measures to improve retention, including recommending the Ministry of Defence prioritise delivering its 'flexible working' initiative, and providing support towards home ownership. Also announced as part of the Review was over £1.5 billion additional funding to fix forces family housing.

As a new Government, we have already improved the childcare offer for Service personnel, secured the largest pay award for Service personnel in 22 years, and we are in the final stages of a landmark bill to appoint an independent Armed Forces Commissioner, giving Service personnel a strong voice that can hold the Government to account.

The Government has been clear that it will work to reset the relationship with Europe, to strengthen ties and tackle barriers to trade. Establishing an effective personnel licensing regime that supports UK aviation remains a priority for us, and the UK is keen to establish closer cooperation on personnel licensing where possible to ease the current burden on UK and EU personnel.

This information is being withheld as it would prejudice the capability, security and effectiveness of UK Armed Forces, and could provide tactical advantage to hostile forces.

As of 1 April 2024, there were 26,030 Army Trade Trained Regular, Gurkha and Trained Reserve Engineers.

We do not routinely release the workforce requirement figures of Army regiments for reasons of operational security.

The Trade Trained Regular Army only exclude Gurkhas, Full Time Reserve Service, Mobilised Reserves, Army Reserve and all other Reserves, but includes those personnel that have transferred from Gurkha Trained Army Personnel (GURTAP) to UK Trained Army Personnel (UKTAP).

Reserve figures are for Trained Army Group A Reservists for Army. Group A includes Volunteer Reserves, Mobilised Volunteer Reserves, High Readiness Reserves and University Officer Training Course (OTC) Support & training staff.

The 'Engineering' trades listed above are defined in line with the agreed definition from the Defence Engineer Remuneration Review (DERR).

Robust auditing processes are in place to ensure that all Fire Risk Appraisals of External Walls (FRAEWs) for buildings in the Government’s remediation funding programmes meet appropriate standards before the associated funding application can progress. Where required, feedback is given to allow assessors to make appropriate changes to the FRAEW to address any deficiencies identified. Reassessments of appraisals are not therefore necessary.

EWS1s are not a legal or regulatory requirement. Their use is a commercial decision by lenders and subject to their individual lending criteria. If residents have concerns about the fire safety of their building they should raise this with the building owner or person responsible for fire safety.

The Institution of Fire Engineers is an independent organisation following bespoke reporting and investigation processes. Following the publication of the Grenfell Tower Fire Inquiry Report, the Department is reviewing the findings and recommendations in relation to the fire engineering sector.

The single-Services each pay targeted retention payments where they are most needed, and where they provide the most efficient use of tax-payers money.

As part of the Government’s commitment to renew the nation’s contract with those who serve, eligible Tri-service aircraft engineers will be given £30,000 when they sign up for additional three years’ of service. From April 2025, this will be applicable to around 5,000 personnel in total.