Not only was this decision made to support its own growth, but it supported Kenrick and Sons’ role to actively shape the future of the industry.

The GGF brings together companies from across the supply chain to represent collective interests at the highest level.

For Kenrick and Sons, this influence was reportedly a key factor.

“The GGF ensures our industry’s voice is heard at the highest levels,” explained Martin Smith, General Manager at Kenrick. “Its technical knowledge and advocacy work are instrumental in helping government make informed decisions that impact our sector. Being part of that conversation is incredibly important to us.”

In an increasingly regulated environment, having a central body that not only understands legislation, but actively engages with policymakers, is said to be becoming more important than ever.

Membership provides businesses with a direct connection to that process – ensuring that they are not only informed but actively represented.

Beyond advocacy, the value of the GGF membership is said to lie in its ability to bring the industry together.

Kenrick has praised the GGF’s extensive programme of events and specialist technical groups, including the annual GGF Members’ Day.

“These forums provide valuable opportunities to share expertise,” continued Martin. “It’s key to collaborate with industry colleagues and help customers maximise the value of their hardware choices.”

The Federation’s focus on long-term sustainability also plays a critical role.

With the skills gap continuing to challenge the sector, initiatives such as the Skilled Pathways Scheme demonstrate a clear commitment to supporting the next generation of talent.

For members, this provides reassurance that the industry is not only addressing today’s challenges but actively preparing for the future.

For Kenrick and Sons, joining the GGF is reportedly about being part of something bigger – contributing to an industry-wide effort to raise standards, strengthen collaboration, and ensure the sector continues to evolve with the times.

As the industry navigates increasing regulatory, environmental, and commercial pressures, that collective approach is an essential driving factor.

For more information about the GGF and how it can support your business’ growth, please visit: www.ggf.org.uk

Or for more information about Kenrick, visit: Kenrick | British Window, Door & Architectural Hardware

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Eurocell’s State of Sustainable Construction 2026 report brings together housing market analysis with insight from industry and academic contributors to assess the sector’s readiness for upcoming regulatory and retrofit demands. While the report focuses on housing standards and delivery, contributors warn that skills and workforce capacity remain a critical constraint.

Dr Patricia Xavier, Programme Lead for the BSc Construction Management degree at NMITE, who contributed to the report, said the industry is approaching a tipping point:

“We are at a critical point where we are losing experienced people who can’t pass on their skills and mentoring to the new generation. We need a bird’s-eye view of the skills needed, aligning sector-wide training in a way that is equitable across the country, before this intellectual capital retires out of the industry.”

Eurocell’s analysis in the State of Sustainable Construction 2026 report highlights that the scale of low-carbon housing delivery now being discussed, including retrofit programmes and higher standards for new homes, will place additional pressure on an already stretched workforce. The report identifies a growing gap between rising policy ambition and the practical capacity to deliver, particularly in terms of trained people on the ground.

It also highlights that skills linked to energy efficiency, retrofit, low-carbon heating and building performance are particularly exposed, with smaller firms and regional supply chains often finding it hardest to access training and upskilling opportunities.

The report concludes that while regulation and funding will play a major role in shaping the future of housing, progress will also depend on retaining experience, improving knowledge transfer and building a clearer, more coordinated approach to skills development across the sector. Without that focus, the industry risks losing further capacity at a point when housing delivery and decarbonisation demands are accelerating.

Martin Benn, Head of New Build at Eurocell, said: “Skills are now one of the biggest constraints on delivering low-carbon housing at scale. As standards rise and retrofit activity accelerates, the industry needs confidence that training, accreditation and on-site capability can grow at the same pace. Without that, even well-intentioned policy risks falling short at the point of delivery.”

The full findings are available in Eurocell’s State of Sustainable Construction 2026 report.

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From April 2026, the Apprenticeship Levy will transition into a new Growth & Skills Levy, designed to provide employers with greater flexibility in how they invest in workforce training.

Designed to streamline the system and increase apprenticeship uptake across the UK, the reforms are expected to allow funding to be used more widely for modular, shorter, and targeted skills programmes, alongside changes to end-point assessment structures.

While increasing participation is widely supported, sectors that deliver critical building elements, including glazing and fenestration systems, have expressed concern.

Reducing independent assessment could dilute training standards and weaken competence frameworks essential to safe construction.

The GGF has formally raised these concerns with Neil Coyle MP and is collaborating as part of the 31-member Apprenticeship Coalition, led by the British Woodworking Federation (BWF), to ensure reforms balance accessibility and assurance.

“Encouraging more people into apprenticeships is something the industry fully supports, and greater flexibility in training investment can help address skills shortages,” said John Mannell, Technical Officer at the GGF.

“However, competence must remain at the centre of any reform. Independent assessment plays a critical role in ensuring that individuals entering the sector are properly trained, objectively assessed, and capable of delivering safe and compliant results.”

“As reforms emerge and evolve, it is vital that flexibility does not come at the expense of consistent, independently verified standards – particularly in sectors governed by the Building Safety Act.”

As the recognised voice of the glass and glazing sector, the GGF continues to engage with government and sector partners to ensure apprenticeship reform supports workforce growth while maintaining professional competence.

The GGF also continues to support new talent entering the industry through its Skilled Pathways for Trainees programme, delivered via the GGF Training Hub.

The initiative provides structured routes into the industry, offering recognised qualifications and clear competency benchmarks to support both employers and apprentices.

The Federation will continue reinforcing its commitment to protecting standards, supporting members, and strengthening the long-term capability of the glass and glazing workforce.

For more information about the GGF and how it can support your business’ growth, please visit www.ggf.org.uk

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The company said the industry is more innovative and self-reliant than those outside of the sector give it credit for, but it must do more to highlight the breadth of innovation, technical expertise and career pathways it offers if it is to address the growing skills shortage.

Fenestration is still widely overlooked by young people and those looking to change careers, who often opt for more traditional and better promoted engineering, defence and construction roles.

This presents both a challenge and an opportunity. With the right engagement, the industry has the potential to attract a new generation of skilled professionals who are looking for hands-on, problem-solving roles that combine high levels of detail with real-world application.

REHAU has been actively involved in supporting skills development through its role with the New Model Institute for Technology and Engineering (NMITE) in Hereford. NMITE offers a practical, project-based engineering degree designed to better reflect the needs of the modern industry.

“NMITE’s approach aligns closely with the reality of working life,” said Martin Hitchin, CEO of REHAU UK. “Students are hands-on from day one, learning how to apply engineering principles rather than just studying them in theory. That practical mindset is exactly what the fenestration industry needs but explaining that to people outside the sector is where we fall short.”

Through its close links with NMITE, REHAU has seen first-hand how exposure to industry can shape career choices. Many students enter engineering degrees without a clear understanding of fenestration but once they are introduced to the sector, they can see the depth and variety of opportunities available.

One such example is Dan James, a recent NMITE graduate who joined REHAU last year after completing his studies. As someone interested in hands-on engineering and problem solving, Dan was drawn to a role that allowed him to apply technical knowledge in a practical environment.

“I wanted to work somewhere where I could really understand how things work, not just at a surface level,” said Dan. “At REHAU, there’s a high level of technical detail, and a real emphasis on learning and development. It’s a great fit for people like me, who enjoy understanding systems inside out.”

Dan’s day-to-day role involves responding to customer technical queries, supporting complex project journeys, and assisting the technical product management team. He believes these varied responsibilities demonstrate just how diverse roles in the fenestration sector can be.

“Before joining the industry, my only knowledge of the fenestration industry came from White Gold!” he added. “In reality, there’s a great mix of creativity, engineering, digital tools and collaboration across international teams. It’s not a static or boring industry at all.”

During the graduate scheme, Dan was supported through structured training, including opportunities to visit facilities overseas.  He spent time in Germany, as well as visits to sites in Poland and Mexico with his graduate cohort, helping him build technical understanding while forming strong relationships across the wider REHAU business.

“Seeing how products are made, meeting people across the organisation and understanding different markets makes a huge difference,” said Dan. “It gives you a much broader perspective and helps you develop confidence quickly.”

REHAU believes the industry must be more proactive in promoting itself to students and career-changers. The company offers process and engineering roles to apprentices at its plant in Blaenau Ffestiniog and recycling facility in Runcorn.

Since 2024, it has partnered with Building our Skills which is doing vital work to try and address the skills gap in the industry. Initiatives like these, as well as greater engagement at job fairs, stronger links with educational institutions, and clearer messaging around what a career in the fenestration industry looks like could all help shift perceptions.

“There’s a tendency to undersell ourselves – fenestration is innovative, resilient and full of opportunity for people who want to build meaningful, technical careers”, Martin concluded.  “We need to be more vocal about that if we want to secure the skills our industry depends on.”

For more information, please visit: Careers at REHAU

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Through political engagement, collaborative sector work, and hands‑on participation in major apprenticeship events, the GGF is reinforcing its commitment to nurturing the next generation of talent.

A central focus of recent activity has been the GGF’s work within the Construction Coalition, a 31‑member group led by the British Woodworking Federation (BWF).

The GGF has raised significant concerns with Neil Coyle MP, highlighting that proposed government reforms risk diluting essential competence standards. With glass and glazing being critical in building safety, the GGF warns that lowering assessment rigour could reduce installer competence and weaken compliance with the Building Safety Act.

To safeguard standards, the GGF continues to push for constructive dialogue with government and has invited Neil Coyle MP to meet at GGF offices to explore solutions that encourage apprenticeship uptake without compromising safety or quality. Alongside policy work, the GGF is actively promoting careers at major events.

On 29 January, the organisation took part in the National Apprenticeship and Further Education Event in Liverpool. Following an intense few days of preparation, the GGF team spent the day engaging with more than 200 students considering future career options.

Thanks to the support of industry representatives including Martin from Bootle Glass, Simon Swift from FENSA, Chris Ferris, and Ray Moss and Sarah Hutchinson from GG Glass & Glazing, the GGF was able to showcase the breadth of opportunities within glazing, from installation and processing to creative glass disciplines.

The enthusiasm shared throughout the day highlighted the common story of those that have joined the sector and never wanted to leave.

The momentum continued on 5 February at the CITB NI Apprenticeship Event in Belfast, where the GGF supported employer members such as Mourne Windows and Doors, and Turkington Windows.

The strong turnout reinforced the sector’s commitment to attracting new talent and highlighted the importance of promoting glazing as a fulfilling long‑term profession.

The GGF will continue expanding its presence at skills events, spotlighting employer ambassadors, and working collaboratively to strengthen apprenticeship pathways across the UK.

For more information about the GGF, visit: Glass and Glazing Federation

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National industrial training and apprenticeship provider, Didac, says it is proud to be supporting the next generation of trade professionals through its Trade Supplier apprenticeship programme. This qualification reportedly continues to deliver exceptional results for both learners and employers.

Didac’s most recent outcomes are said to demonstrate the programme’s strength, with a 100% achievement rate and 80% of apprentices achieving Distinction. Didac says these results reflect the dedication of its apprentices, the commitment of their employers and the quality of training and support delivered throughout the journey.

The Trade Supplier apprenticeship is designed to give learners a genuine head start in the industry. By combining technical knowledge, product expertise, customer service and real workplace experience, apprentices are said to develop into confident professionals who add value from day one.

‘Best experience’

One apprentice shared: “This apprenticeship has been my best experience so far. It has helped me gain the knowledge and skills needed to give me a head start in the working world.”

Didac say the impact is evident, not only in results but also in the progression apprentices make within their roles and this apprentice’s journey is a powerful example.

From the outset of his apprenticeship, the apprentice was said to have demonstrated a proactive approach to learning and a commitment to excellence.

His trainer, Jon Hodgkins, explained: “From the onset of his apprenticeship, he demonstrated an exemplary attitude, consistently exceeding expectations and proactively seeking additional tasks and learning opportunities.

“His meticulous attention to detail and unwavering positivity have significantly elevated branch standards, while his growing confidence and expanding product knowledge have enhanced his customer engagement skills.”

Having achieved a Distinction grade in his End Point Assessment, he has reportedly become a valued and respected team member.

A wealth of knowledge gained

Reflecting on his experience, he said: “Throughout the entire process, my Didac trainer was extremely helpful when completing the required modules and preparing for the final assessment. By completing the modules, I gained knowledge of the techniques used in wholesaling and how to complete various warehousing activities appropriately.”

For employers, the programme is said to provide a reliable route to developing knowledgeable, customer-focused teams. For apprentices, it creates a clear pathway into a long-term career with genuine progression opportunities.

With outstanding achievement rates and apprentices who are making a measurable difference in the workplace, Didac says the Trade Supplier apprenticeship continues to demonstrate its value as a powerful route into the sector.

For more information about Didac, visit: National Industrial Training Provider and Apprenticeships | Didac Industrial Training

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Will Evans-Baines

Will Evans-Baines started his apprenticeship at The Residence Collection as an Electrical Maintenance Engineer Apprentice in August 2025, and he will complete his programme in 2029. Six months into the role, Will is already reportedly enjoying the hands-on experience and collaborative environment.

Will commented: “My favourite part of my apprenticeship so far would be working in a team, making new connections with people and working on the machinery. I would highly recommend going into an apprenticeship if you’re considering it. Just make sure you always listen, work to the best of your ability, and be punctual to ensure you’re making the most of the opportunity given”

With ambitions to remain at the company and to work his way up, Will said he is grateful for the opportunity that The Residence Collection has provided and how they have supported the development of his early career.

Evie Hughes

Starting her role as a Multi-Channel Marketing Apprentice back in May 2025, Evie Hughes is now ten months into her role and is expected to complete it between August and September 2026. During her time at The Residence Collection so far, she has developed practical marketing experience while learning from colleagues across the company.

Evie said: “My apprenticeship has been great for meeting people, building relationships with the team and learning from people with different skills and experiences. I would encourage others to do an apprenticeship as they are a great way to learn valuable skills while gaining practical work experience.”

After Evie has completed her apprenticeship, she hopes to continue progressing within The Residence Collection by enhancing her skills and working her way up in her role.

She added: “I have received so much support from The Residence Collection during my apprenticeship so far, and I am grateful for this, as it has pushed me during my time with them”

Sarah Hitchings, Sales & Marketing Director at The Residence Collection, concluded: “At The Residence Collection, we’re passionate about supporting all our apprentices and investing in future talent. Various members of our team, including myself, started as apprentices, which allowed us to acquire many transferable skills that we still utilise today.

“Apprenticeships bring fresh ideas, enthusiasm, and new skills into the business, while giving individuals the opportunity to build meaningful and long-term careers.

“It’s fantastic to see Will and Evie developing with confidence in their roles, and it is a compliment to the business that they both hope to stay on with us and progress after completing their apprentice qualification.”

For more information about The Residence Collection, visit: The Residence Collection | Industry Leading Windows & Doors

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Following an internal recruitment process, ten new team members have been enrolled on the fully funded Level 2 Lean Manufacturing Operative Apprenticeship, combined with a Glass Processing NVQ.

The programme will be delivered entirely on-site at TuffX’s state-of-the-art manufacturing facility in Knowsley, Merseyside, in partnership with Glass and Fenestration Training Solutions.

The apprentices will remain in their current roles while gaining industry-recognised qualifications and hands-on experience across the entire glass processing workflow.

Throughout the apprenticeship, participants will hone their practical expertise in cutting, edging, drilling, polishing and tempering while also developing a strong understanding of Lean Manufacturing.

These principles will then be applied directly on the factory floor to improve efficiency, quality and safety, while reducing waste and downtime. The programme also places a strong emphasis on the manufacturer’s robust quality assurance processes and focus on manufacturing talent to support the business’s continued growth.

Commenting on the launch, Tom Hood, Managing Director at TuffX, said:
“Investing in people is fundamental to the future of our business and the wider glazing industry. This new apprenticeship allows us to develop skilled, efficient operators in a real manufacturing environment while embedding Lean Manufacturing principles, which drive quality, safety and performance.

“We’re really pleased that so many of our existing team members wanted to enhance their skills and we hope to recruit our second cohort of apprentices in mid-2026. They join colleagues across other segments of the business who are already demonstrating the personal and professional benefits of apprenticeships.

“By investing in internal talent, we are strengthening our workforce for long-term success while continuing to drive continuous improvement in glass manufacturing and operational excellence. We wish our latest cohort of apprentices every success as they take this important step in their careers.”

For further information about TuffX, visit tuffxglass.co.uk

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Based in Brighouse, the business is recruiting across multiple areas as demand continues to grow and investment in people, systems and production gathers pace. The campaign reflects Quickslide’s ambition to create a workplace where skills are recognised, ideas are welcomed and careers are built for the long term.

Ongoing recruitment is supported by significant investment in manufacturing processes, including the latest phase of a £3 million automation programme designed to improve production speed, accuracy and consistency. Recent developments include bespoke, UK-first machinery that enhances key manufacturing processes while supporting skilled roles as the business scales. The focus, the company says, is on smarter production and sustainable growth, not reducing headcount.

The 1% Club message focuses on culture as much as capability. Ben Weber, Quickslide’s Managing Director, explains: “It’s about finding people who take pride in their work, care about quality and want to be part of a team that’s always looking to improve; whether that’s on the factory floor, behind the wheel, in sales, or in our digital and operational teams.”

Quickslide is expanding and hiring across multiple departments. Opportunities range from specialist positions, like a Zoho Developer focused on system improvements and automation, to hands-on production and operational roles supporting nationwide delivery.

The company is also recruiting for several sales roles, offering opportunities to work closely with property developers, window companies and members of the trade. There’s a real focus on supporting customers and developing relationships, with account managers and project manager opportunities available.

On the manufacturing side, they’re on the lookout for a Quality Champion who’s excited to drive continuous improvement and keep production standards high, plus enthusiastic Fabricators ready to join our day and night shift teams. Quickslide continues to expand its teams with full training provided, making roles suitable for both experienced industry professionals and those new to fenestration.

All roles are based at the company’s Brighouse headquarters and offer full-time hours with competitive salaries, with hybrid working available for the right candidates and roles involving customer-facing responsibilities.

Candidates interested in joining the team can view full role details and apply via the careers section of Quickslide’s website.

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Dufeu IT said throughout his apprenticeship, Oscar demonstrated impressive growth, combining structured training days with independent, hands-on learning. His commitment, curiosity and talent have reportedly shone through in every aspect of the programme.

As part of his final assessment, Oscar completed a project focused on upgrading RAM for a customer – a practical, interactive task that allowed him to put his technical skills and communication abilities into practice.

We caught up with Oscar to learn more about his experience:

What did you enjoy most about the apprenticeship?

“I enjoyed the independent working environment – doing a couple of days of training and learning and then being on my own to construct that into a project.”

What was your project about?

“I did my project on a RAM upgrade. It was pretty fun and interactive with the customer.”

Why would you recommend the apprenticeship to others?

“I’d recommend it to someone looking to get into technology – especially if they’re just getting started, as the course is beginner friendly. You learn the fundamentals and can then take this learning further into Level 4.”

Any tips for school leavers?

“Do plenty of research into the type of technology roles on offer. There are lots of different, unique positions in the tech world to suit all kinds of interests. Software might be more appealing to some than hardware, for example.”

Dufeu IT said Oscar’s achievement is a credit to his hard work and determination, and it is proud to see him continue developing his skills and career with the company.

“A very well‑deserved Distinction – congratulations, Oscar!”, it concluded.

For more information about Dufeu IT, visit: Managed IT Support – Cybersecurity – VoIP – Connectivity Dufeu IT Solutions

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