How veterans can help close the UK rail skills gap

BLOGBy Rullion on 16 April 2025

There’s a disconnect in UK hiring right now.

There's a growing UK rail skills gap, with an ageing workforce, skills shortage, and a looming wave of infrastructure projects demanding boots on the ground.

Meanwhile, around 15,000 service leavers exit the British Armed Forces each year. They’re highly skilled, disciplined, and technically skilled. Many have backgrounds like engineering, operations, and logistics that map closely to rail industry jobs.

And yet, despite them being one of the most job-ready talent pools in the UK, they’re consistently under-represented in the industry.

Why veterans make great rail professionals

Veterans bring something that can’t be taught quickly or cheaply:

Adaptability across disciplines

Highly transferrable skills such as experience with complex systems, machinery, or infrastructure projects

Problem-solving in high-pressure environments

Resilience and work ethic

Team leadership and accountability

Traditional hiring methods that focus solely on CV keywords, linear job histories, and narrow industry experience often fail to recognise the broader potential that veterans bring.

It’s not a pipeline problem; it’s a pathway problem

Recognising this disconnect, we worked with a global rail transport solution company to build a bridge focused on bringing veteran talent into rail industry hiring without forcing them to start from scratch.

Our recruiters operated as an extension of the company’s internal team, running the end-to-end process of sourcing to placement and aftercare, co-designing an inclusive hiring programme with the following goals:

Targeted outreach to engage with ex-Forces communities and transition support organisations to make sure the right people were reached, not just those already on mainstream job platforms.

CV and interview coaching to support service leavers in translating military experience into rail-relevant language.

Removing unnecessary barriers throughout the process, streamlining requirements to prioritise transferable skills, mindset, aptitude, and adaptability.

Providing clear training and onboarding pathways to ensure a smooth transition into the commercial, regulated rail environment.

How you can start building your own bridge

If you want to address the UK rail skills gap and open pathways for diverse workers, such as veterans, you have to revisit your strategy. Here’s what we’ve learned:

Rethink your entry requirements

Take a closer look at your job specs. Are you filtering out strong candidates by asking for “X years in rail” or a specific degree that isn’t essential to the role? Refocus on the skills and behaviour that matter. You’ll find this will broaden your talent pool to those who have the qualities and highly transferable skills you’re looking for.

Invest in structured training and onboarding

Veterans don’t need handholding, but like most new hires, they will need direction. With the right support in place – clear expectations, practical onboarding, and access to upskilling – you’ll help them close any knowledge gaps and boost their confidence, which will help them transition into their new role quicker.

Build partnerships that open doors

There are many amazing organisations like Bridge of Hope, 55/Redefined, The Back to Work (B2W) Group, Shaw Trust, and The Career Transition Partnership (CTP) that make the world of work more accessible. They specialise in supporting under-represented or overlooked talent, including veterans, and can help you build an inclusive hiring pipeline you may not have otherwise crossed paths with.

Ready to look beyond the usual CV?

Building skilled, diverse teams in rail doesn’t have to be a challenge. With the right strategy, you can bring in experienced, adaptable professionals, including veterans, who are ready to step in and make an impact.

Whether you need to upskill talent through our Train to Deploy solution or want to hand over hiring with our trusted RPO model, our workforce solutions are built to help you get work done.

Book a discovery session with our team to explore how we can help you find, train, and place the right people.

More like this

View all insights

CASE STUDY

Delivering a Compliant Workforce for a Data Centre Project in the Netherlands

A UK-based temporary electrical specialist supporting hyperscale infrastructure projects across Europe secured a very high profile data centre development project in Groningen, Netherlands. Data centre projects of this scale depend on skilled electrical contractors who can mobilise quickly while meeting strict compliance requirements. Something that increasingly requires specialist tech workforce solutions. However, when new labour legislation came into force in the Netherlands in January 2025, many labour supply models used across European construction stopped working overnight. For a tier 1 contractor delivering electrical works on a hyperscale data centre development project in Groningen, this created an immediate challenge: maintaining a reliable supply of skilled electrical contractors while remaining fully compliant with Dutch employment law. Workforce challenges on the data centre project The legislative changes meant that many labour supply arrangements commonly used across European construction were no longer compliant under Dutch law. Workers on site were now required to be paid through Dutch PAYE employment structures, leaving several previously viable labour models no longer workable. Reduced labour supply With fewer suppliers able to operate under the new legislation, the available pool of electricians capable of supporting the project was significantly reduced. This created immediate pressure on the contractor’s ability to maintain workforce continuity on site. Demand spikes for experienced data centre electricians Data centre construction environments require electricians who are familiar with complex electrical infrastructure and strict installation standards. Workers without this experience often require additional onboarding and supervision, which would have slowed project timelines. The Tier 1 contractor required electricians who could seamlessly integrate into an active site environment, and do so quickly. Location complicating workforce mobilisation Groningen is a major university city where short-term accommodation is limited. Not being able to secure suitable housing for incoming workers would have meant electricians couldn’t mobilise as quickly or remain close to the site. Building a compliant workforce solution To maintain workforce continuity and remain compliant with Dutch legislation, the project team required a different labour delivery approach. It combined compliant employment structures with targeted technical recruitment and workforce mobilisation support. Establishing a compliant PAYE structure A Netherlands-based payroll partner and Employer of Record (EoR) structure was introduced, allowing workers to be employed under Dutch PAYE legislation while supporting the contractor’s operational and commercial requirements. This ensured all electricians deployed to the project were engaged through fully compliant employment arrangements. Targeted recruitment of experienced electrical contractors Recruitment focused specifically on electricians and electrical mates with experience working on large-scale electrical infrastructure projects, including data centres and mission-critical environments. This approach ensured workers arriving on site were already familiar with the installation standards and safety procedures, as well as the pace of work typical of hyperscale data centre construction. Supporting workforce mobilisation Accommodation was secured locally to ensure incoming workers could mobilise quickly and remain within close proximity to the site. This removed a key logistical barrier and allowed electricians to deploy without delays linked to housing availability in Groningen. Maintaining workforce continuity on site To support long-term project delivery, a rotating workforce structure was introduced. This allowed electricians to move on and off rotation while maintaining a consistent workforce presence on the project. Labour supply therefore remained stable throughout the build schedule. Workforce delivery outcomes Skilled electricians deployed to the project from July 2025 A rotating workforce of 4–6 electricians consistently supporting the site Full compliance with Dutch PAYE legislation Accommodation secured locally to support workforce mobilisation Workforce continuity maintained despite supply chain disruption The project remains active and is expected to continue through July 2026 Workforce solutions for complex infrastructure projects Rullion’s tech workforce solutions are designed to help organisations deploy skilled technical talent while maintaining compliance with local employment and safety requirements. By combining specialist recruitment with compliant employment structures and mobilisation support, we help ensure critical projects can maintain workforce continuity from early construction through to completion. If you're planning a large-scale infrastructure project and would like to explore how a compliant workforce model could support delivery, book a discovery call with our team.

By Rullion on 13 March 2026

NEWS

Rullion strengthens fusion presence with Culham Campus office

Rullion has relocated its Fusion team to a new office at Culham Campus, strengthening its presence at the centre of the UK’s fusion community. The team has long supported organisations based at Culham, but establishing a new home on campus marks a deeper commitment to the fusion sector. As the site continues to grow as a hub for fusion research, technology development, and commercial collaboration, being embedded within that environment enables closer working relationships across the wider fusion ecosystem, including organisations such as the UK Atomic Energy Authority (UKAEA). John Shepherd, Client Services Director, shared his perspective on strengthening Rullion’s presence at the heart of the fusion sector: “Culham Campus sits at the centre of the UK’s fusion community. Having our team based here reflects how important it is to work alongside the organisations driving this technology forward. Fusion represents a major opportunity for the future of energy, and delivering it will depend on building a workforce with highly specialised skills. Our role is to support that growth by connecting organisations with the talent they need, both in the UK and internationally.” Rullion is a proud member of the Fusion Skills Council and continues to play an active role in addressing the workforce demands facing the sector. As fusion moves from research into increasingly complex engineering and commercial programmes, access to specialist capability is becoming more significant. The team supports both contingent hiring and permanent hiring across highly technical disciplines, including: Plasma Physicists Tritium Fuel Cycle Engineers Cryogenics Consultants Tokamak specialists Robotics Engineers Alongside this, Rullion has expanded its international recruitment capability, supporting global mobility and bringing expertise to the UK where it is needed. This enables fusion organisations to access talent from established scientific and engineering markets including: Australia France Italy Switzerland By basing the team at Culham Campus, Rullion is reinforcing its position as a leading recruitment partner within the fusion sector and strengthening the relationships that will shape the next phase of fusion energy development.

By Rullion on 04 March 2026

NEWS

Rullion Named in the UK’s Top 20 Largest Staffing Firms by SIA

Rullion has been named by Staffing Industry Analysts (SIA) as one of the 20 largest staffing firms in the UK, recognising the scale of our role as a leading recruitment and workforce solutions provider nationwide and across Europe. The annual ranking places Rullion alongside the country’s leading providers supporting organisations with complex hiring and workforce challenges. Across critical infrastructure sectors including energy, nuclear, rail, and utilities, Rullion works in partnership with organisations to build and manage skilled project teams and wider workforce programmes that support long-term delivery. This can range from scaling engineering capability for major capital projects to overseeing managed service models that bring structure and consistency to high-volume hiring. Rullion’s services span permanent recruitment, temporary recruitment, and managed workforce solutions, including MSP and RPO models that support organisations through periods of transformation and long-term infrastructure investment. By combining sector expertise with flexible workforce delivery, Rullion helps clients improve workforce planning and strengthen access to scarce skills, all while maintaining continuity across complex national programmes. “This recognition reflects the work our teams do every day alongside our customers delivering critical infrastructure across the UK and Europe. The challenges our clients face require deep sector understanding and workforce solutions that adapt as projects evolve. Being named among the UK’s largest staffing firms is a result of the strong partnerships we’ve built and the practical, high-quality recruitment support we continue to deliver.” – Lindsay Harrison, Chief Customer Officer The SIA ranking provides independent recognition of Rullion’s continued growth as a workforce solutions provider supporting organisations responsible for some of the UK’s most important infrastructure programmes.

By Rullion on 26 February 2026