According to industry experts, this initiative has the potential to solve the persistent labor shortage while also strengthening the HVACR workforce. 

“Registered apprenticeships create a vital pipeline for bringing in new, highly-trained talent,” said Barton James, ACCA CEO and president. “The federal government currently spends about 175 times more on promoting higher education than career and technical education. By increasing our government’s investments in the skilled trades and promoting structured, paid, and industry-aligned training, we can attract a broader pool of individuals — including those who may not have previously considered a career in HVACR.”

As the skilled trades continue to gain long-overdue recognition, turning this policy into progress now depends on how HVACR professionals respond — because the success of this executive order will ultimately hinge on the industry’s ability to engage, adapt, and lead the way in rebuilding America’s skilled workforce.

The Need

Per the White House, the new order “directs the secretaries of labor, education, and commerce to review all federal workforce programs to modernize, integrate, and realign programs to address critical workforce needs in emerging industries.” Additionally, the secretaries will deliver to POTUS a streamlined and coordinated plan to realign federal workforce programs in order to prepare the American economy for the opportunities created by reshoring and reindustrialization.

In 2024, the U.S. faced a shortage of 447,000 construction workers and 94,000 durable goods workers, with the Bureau of Labor Statistics projecting an annual shortfall of nearly half a million skilled tradespeople over the next decade — a gap expected to widen in the years ahead — this understates both the problem and the opportunity. 

“Even the best federal government statisticians cannot predict the future,” the White House wrote. “As the potential of American AI increases, and as America reshores manufacturing and makes Made in America a mark of international envy, America will need more skilled tradesmen than we’re prepared to train.”

Each year, the federal government invests over $700 billion in higher education, yet only about half of new college graduates secure jobs that actually require a degree. In contrast, just $4.1 billion is allocated to workforce development under the Workforce Innovation and Opportunity Act, and $1.4 billion to career and technical education through the Perkins Act — neither of which is designed to promote apprenticeships or incentivized to meet the nation's evolving workforce training needs. 

“Investing in local workers and training them to execute the job properly and confidently is an integral part of Trump’s executive order, emphasizing the importance of building the skilled trades,” said Dan Quinonez, executive director of the PHCC Educational Foundation and COO of PHCC National Association. “However, the effort is not only limited to closing the labor shortage gap and promoting the industry among newcomers, but also among the seasoned professionals looking to keep pace with sustainable technologies, smart appliances, and new regulations.”

Industry Response

For many HVACR organizations, the new policy shift highlights the growing significance of skilled trades in the changing landscape of the American economy.  

“This executive order is a clear acknowledgment of what we in the HVACR industry have long recognized — skilled trades are essential to America’s future,” said James. “We applaud the administration’s focus on registered apprenticeships, recognizing that skilled trades offer valuable pathways toward financially rewarding careers and deserve equal standing alongside traditional four-year college degrees. These programs don’t just offer jobs; they build careers, stability, and long-term success for workers and businesses alike.”

That sentiment is echoed by others in the industry, who see the policy as a catalyst for strengthening the skilled trades workforce and expanding career pathways. 

“Creating an apprenticeship system that works better, and more efficiently, for more people is a win,” said Brittany Spencer, senior coaching manager, Nexstar Network. “Innovative workforce programs and policies that introduce and welcome individuals to the trades will serve our communities, strengthen our industry, and most of all, support those looking for a secure, rewarding, and prosperous career path.”

Impact on HVACR

According to EverPro, the new executive order does seem like it could address some of the current skilled labor challenges facing the HVACR industry — especially in light of a customer survey conducted by the company, comprised of mostly home and field service businesses. 

“Data shows that hiring remains one of the most persistent challenges for service business owners,” said Josh McCarter, CEO of EverPro. “Almost half (49.3%) of respondents planned to hire more in 2025. However, many noted that hiring is easier said than done. The biggest hiring challenge cited was finding qualified candidates (37.3%), followed by concerns about work ethic and reliability (25.5%). A program that allocates more investment to career preparation through apprenticeships and technical education certainly seems like it could address the challenges these businesses are facing in hiring qualified workers.”

That challenge is felt across the industry, as others point to a limited talent pool and increasing competition to attract and retain skilled workers — arguably the biggest challenge facing HVACR.

“There is a finite number of qualified technicians, yet the demand remains high, and the market is competitive when it comes to attracting and retaining talent,” said Spencer.

This is where industry groups hope the executive order can shift perceptions and expand opportunities in the skilled trades.

“The new policy should build awareness for the career pathways and incredible opportunities available today, and for future roles that will be a direct result of tomorrow’s emerging technologies,” said Spencer. “This emphasis at the federal level also elevates the value and impact the HVACR and home services trades offer. There’s potential to open more doors to today’s highly skilled, ambitious, and tech-savvy candidates; they, in turn, will step up to serve our communities and bolster our local economies as tradespeople have done for generations.”

The HVACR industry would benefit from the upskilled workforce created by these apprenticeship programs, in turn churning the engine for business growth. 

“The more qualified and reliable employees a business has, the more customers they can serve and the more they can contribute to economic growth,” said McCarter. “Theoretically, the industry could also see less turnover, and those cost savings from employee churn can be invested in growth initiatives like customer acquisition and experience.”

Advice to Contractors

While federal investment and national policy can help lay the groundwork, the long-term success of this initiative depends heavily on local leadership — particularly from contractors on the front lines. Industry leaders agree: Now is the time for HVACR professionals to take proactive steps to strengthen their own workforce pipelines and help shape the future of the trades.

“My advice is simple: Don’t wait,” said James. “Start exploring how apprenticeships can work for your business now. Look into local training providers, talk with your state’s apprenticeship office, and connect with ACCA — we’re here to help. This is a chance to invest in your future workforce and grow your business with skilled, loyal employees. With federal momentum behind these programs, there’s no better time to take that step.”

Spencer echoed the urgency, emphasizing the need for contractors to step into advocacy roles and share their experiences to inspire the next generation of tradespeople.

“Be a visible advocate for skilled trades training, mentorships, development programs, and anything that will nurture our newest generation of trades pros and help further strengthen our industry and purpose,” said Spencer. “Seek opportunities to share how your personal experience in the trades has impacted you and your family, your community, your team, and your customers.”

HVAC contractors can take action through simple outreach efforts like posting to social media, speaking to high school students, hosting a job fair that includes a shop tour, or contacting career counselors at local schools and community colleges to understand how to engage in their efforts.

“This is our window of opportunity to play a meaningful role in supporting and building the trades leaders of tomorrow — do not let it pass you by,” said Spencer.

HVAC business owners can further complement these apprenticeship efforts by implementing broader strategies for recruitment, culture, and retention.

“Overcoming hiring and labor challenges requires a multi-faceted approach,” said McCarter. “In addition to taking advantage of the apprenticeship programs, business owners should focus on company culture, employee engagement, and training practices to attract and retain talent.”

Strategies include offering flexible work schedules, implementing incentive programs, creating clear paths for professional growth, using referral bonuses, and investing in training and upskilling to develop strong internal talent pipelines. 

“A final suggestion to take advantage of these initiatives is that small business owners need to make time every week to work on recruiting,” McCarter said. “Even when you have a full team, you need to be working on who you have on deck next. Making sure you are using the proper tools and systems in other areas of your business will free up the time needed to work on recruiting.”