Across the UK engineering sector, the balance between permanent and contract hiring is shifting. Following a period in which organisations focused on permanent hires, demand for specialist contractors, particularly within Electrical, Control and Instrumentation (EC&I), is rising sharply again, reflecting growing project activity, increased pressure on delivery times and the need for more flexible workforce planning.
The increase in demand for contract EC&I specialists
EC&I remains one of the most short-skilled areas of engineering. As new clean energy projects begin, automation technologies become more widespread and major infrastructure upgrades continue, organisations are increasingly looking for expertise that’s both highly specialised and immediately available.
Over recent months we’ve seen increasing demand for contractors in roles such as:
Electrical Design Engineers (High Voltage)
EC&I engineers
Control System Engineers
These roles are most usually linked to critical project phases like shutdowns, commissioning and regulatory upgrades, where delays can quickly become costly. Contractors give organisations the ability to move fast and bring in the exact skills sets that they need at the right time.
The reasons behind the shift
Several factors have contributed to the rise in EC&I contract hiring :
Project-based work is increasing – energy transition, sustainability and asset modernisation programmes rely heavily on EC&I talent. However, these projects tend to run in cycles and require intense effort over short periods. Contractors allow organisations to scale up or down, without a long-term commitment.
A shortage of specialist permanent talent – EC&I talent is limited across the UK, and competition is fierce, particularly in nuclear, chemicals, renewables and manufacturing. Permanent hiring can be slow, so contract specialists often provide a quicker, more realistic solution.
The need for faster recruitment processes – projects with fixed timelines need rapid access to expertise. Contractors usually move through the hiring and onboarding processes more quickly than permanent hires, helping to keep projects on schedule.
Budget constraints require flexibility – while permanent hires offer long-term value, they also bring ongoing and increasingly expensive employment costs. Contractors, by contrast, bring project-linked expenditure that’s easier to manage, especially when funding is released in stages.
Which roles are shifting most?
Not all engineering disciplines are displaying the same trends but the move towards contracting is strongest in EC&I. According to our data, the roles showing the greatest shift are:
Commissioning EC&I engineers
Functional safety specialists
Instrumentation engineers
Control systems engineers.
Permanent hiring remains crucial for core operational roles such as maintenance, engineering, production support and continuous improvement, where continuity and institutional knowledge matter most. But many employers are now using a more flexible staffing model to match their fluctuating workloads.
Adapting workforce strategies
To stay competitive and resilient, we advise our clients to:
Build long-term workforce plans that identify which skills should be permanent and which are more suited to contracting
Develop a trusted talent pool of vetted contractors to reduce mobilisation time
Scope projects clearly so that specialists can deliver defined outcomes
Maintain robust compliance processes, includingIR35 assessments and right-to-work checks.
A blended workforce allows organisations to scale up when demand spikes and scale down during quieter periods, without compromising on quality or delivery.
How JAM can help
Over the last few years, we’ve been playing an increasingly advisory role, helping our clients to adapt to changing workforce needs. As well as sourcing skilled EC&I professionals we also:
Provide real-time market intelligence to support decisions on the right mix of permanent and contract hiring
Manage contractor compliance, including IR35 assessments and right-to-work checks
Source specialist interim talent, including candidates who are not actively seeking work
Benchmark day rates and salaries to help employers remain competitive and cost-effective
Support agile project resourcing to minimise delays and maintain momentum.
Dealing with increased contractor demand
The growth in contract hiring within EC&I reflects practical issues such as skills shortages, project-driven demand and the need for quick, accurate technical delivery. This shift is unlikely to reverse any time soon, as project complexity rises and specialist skills remain scarce. Therefore, high-calibre contract talent will continue to play a vital role.
We advise our clients to adopt a balanced workforce model that offers them agility, compliance and cost efficiency. Through informed guidance, robust processes and access to specialist EC&I talent, we help our clients to build workforce strategies that not only meet today’s shifts but prepare them for tomorrow’s too.
Contact us to discuss your shifting EC&I requirements.