The rail sector is at a crossroads.
Reports of redundancies across the industry highlight an emerging challenge—and if left unaddressed, the sector risks a significant skills shortage that could impact its future growth and operational stability. While redundancy represents an uncertain and difficult time for the workforce, it also presents an opportunity for rail employers to demonstrate responsibility, compassion, and forward-thinking leadership.
Transitioning workers effectively isn’t just the right thing to do; it’s also essential for ensuring the long-term success of the industry. By supporting outgoing employees, rail sector employers can play a proactive role in strengthening their organisational reputation, retaining goodwill among exiting staff, and protecting the industry’s talent pipeline. But how?
Below, we explore why the rail industry must address this issue and outline strategies employers can leverage to support departing staff.
Why Does the Rail Sector Face a Skills Shortage?
The rail industry is undergoing significant change. Continued global economic uncertainty, advancements in technology, and shifting priorities within public transportation systems have all influenced the sector. When combined with widespread redundancies, these factors create a scenario that threatens the retention of highly skilled and experienced professionals.
While job losses are challenging for everyone involved, losing skilled staff without adequately supporting their transition could have lasting repercussions—both for the affected individuals and the rail companies themselves. Over time, this drain of expertise can erode institutional knowledge, disrupt projects, and stifle innovation within the sector. Additionally, a lack of structured career development and transition support for departing staff can damage an organisation’s reputation, making it harder to attract and retain top talent in the future.
But it doesn’t have to be this way. Employers in the rail sector have the opportunity to step up and support their workforce, positioning themselves as allies in employees’ career journeys while safeguarding the industry’s talent pipeline.
Collaborating with industry stakeholders, training institutions, and career transition organisations can help create regional networks that encourage redeployment and retraining. These partnerships ensure that skilled workers remain within the rail sector, addressing the skills shortage while helping individuals find meaningful employment.
Enabling Seamless Career Transitions
Career transition support isn’t just about helping people find a job—it’s about guiding them towards opportunities that align with their skills, aspirations, and lifestyle. Employers can play an instrumental role by partnering with career transition specialists like INTOO, who place people at the heart of their service, offering compassionate and tailored support to employees during this pivotal phase.
At INTOO, we provide guidance to individuals at all levels, delivering highly effective career transition support through both face-to-face and digital channels. We also manage projects on behalf of our clients’ HR teams, ensuring a seamless and supportive transition process. Our approach is open, transparent, and values-led, helping organisations navigate change while prioritising the well-being of their employees.
A Path Forward for the Rail Sector
Although the challenges facing the rail sector’s workforce are significant, they are not insurmountable. By providing robust support during times of change—through coaching, career transition services, and long-term workforce strategies—affected employees can regain confidence in their abilities and continue making valuable contributions to future projects.
At the same time, supporting workforce transitions enables employers to maintain a positive industry reputation and reinforces their commitment to responsible business practices.
The rail sector is the backbone of many economies, but it cannot remain competitive without the skills and expertise of its workforce. By investing in long-term strategies, employers can help mitigate the impact of change while empowering their workforce, delivering practical career solutions, and ensuring long-term success.
If you’d like to learn more about our approach, please reach out to GetInTouch@intoo.com.