Solar Installer Staffing in 2025 in a Volatile Policy Landscape

Solar energy is booming—but behind the scenes, solar companies are struggling to find and retain the people they need to get the job done. In 2025, the solar installer labor shortage has become one of the industry’s most urgent challenges. As shifting federal incentives, persistent confusion around Inflation Reduction Act (IRA) funding, and overlapping demand from EV infrastructure projects create fierce competition for skilled labor, companies are under pressure to adapt fast.

New tariffs on solar panels and energy storage components are adding another layer of volatility, driving up project costs and delaying timelines. Combined with a wave of solar company bankruptcies, many solar workers are growing hesitant to commit to long-term roles. The clean energy transition is accelerating—but without solving the labor gap, we risk falling short on critical climate goals.

With more than a decade in the solar industry, GreenLancer has a front-row seat to today’s labor challenges. From photovoltaic permitting to solar repairs, we work with thousands of contractors navigating these workforce disruptions in real time.

Freeing Up Field Teams Through Smarter Resourcing

While solving workforce challenges takes multiple strategies, one fast way to relieve pressure is by offloading technical documentation tasks. GreenLancer’s permit plan sets and engineering services allow contractors to reallocate time back to the field—saving up many hours per project and helping skilled workers stay focused on installations.

Sign Up for Free

How Solar Companies Are Adapting Their Solar Installer Staffing Strategy

The 2024 Solar Jobs Census from IREC reported that the U.S. solar workforce grew by just 3.5% in 2023—adding only 6,679 new jobs. With solar deployment expected to triple over the next decade, this shortfall is becoming more urgent.

A key driver of the solar installer labor shortage is uneven policy implementation. Many contractors slowed hiring earlier this year amid delays and uncertainty around IRA workforce funding. At the same time, demand for EV charging and energy storage installations continues to grow, drawing from the same labor pool of electricians, field techs, and system designers.

States with high solar penetration—like California, Texas, and Florida—face the sharpest challenges. Contractors in these regions report job openings staying unfilled for months, even as project backlogs grow. In response, solar companies are rethinking their solar installer staffing strategy by emphasizing more proactive recruitment and long-term workforce planning.

The recent wave of solar company bankruptcies has added another layer of complexity—not just displacing workers, but eroding trust in the industry’s stability. Many installers now seek contract work or are leaving the sector entirely, citing job security concerns.

Without clear and stable hiring strategies, this labor squeeze risks slowing installations, inflating costs, and weakening overall market momentum.

Overcoming Solar Installer Hiring Challenges in a Tight Labor Market

For many solar companies, the core issue isn’t just hiring—it’s retaining skilled workers amid growing competition. The clean energy labor pool is now shared across multiple sectors, with utility-scale storage, EV infrastructure, and grid modernization projects all pulling from the same base of qualified trades.

These sectors often offer better-funded projects with higher wages, more predictable schedules, or longer-term stability. As a result, one of the most pressing solar installer hiring challenges is simply keeping workers from being poached by other clean tech employers.

The effects of solar company bankruptcies continue to be felt as well. Layoffs have temporarily increased the size of the labor pool, but trust in long-term employment has taken a hit. Many experienced workers now hesitate to rejoin full-time positions in solar, citing fears of instability.

To remain competitive, companies are shifting how they attract and support talent:

• Flexible scheduling options like 4-day weeks or staggered shifts to accommodate work-life balance

• Signing bonuses and retention incentives in competitive regions like California and Texas

• Clear advancement pathways that include access to NABCEP certification or internal promotion plans

• Transparency around company health and job pipeline stability to help rebuild trust with seasoned workers

Federal and State Incentives for Solar Workforce Development

As labor challenges persist, both federal and state programs are stepping in to support solar workforce development and create stronger pipelines into the industry. At the federal level, the Inflation Reduction Act remains the most significant investment in workforce development for clean energy. While implementation has been inconsistent, especially around apprenticeship incentives and grant distribution, the core labor provisions are still in place. Solar companies that meet apprenticeship and wage standards can unlock enhanced tax credits, provided they document compliance.

That said, some IRA-related workforce programs have experienced delays or limited communication. Several federal agency pages have gone offline or are outdated, leading to confusion about what funding is currently available. Despite this, many regional and union-affiliated programs are still leveraging IRA funds to expand clean energy training and hiring opportunities.

To navigate this environment, solar companies should:

• Stay connected to trusted sources like IREC, NABCEP, and Apprenticeship.gov

• Partner with local workforce boards, community colleges, or pre-apprenticeship programs

• Maintain documentation of labor practices aligned with IRA guidance—even when federal visibility is limited

Several states have launched their own programs to support solar installer staffing and reduce the talent gap. For example:

• California's High Road Training Partnership provides funding to solar and clean energy employers that partner with workforce boards and unions to offer paid training and job placement.

• New York's NYSERDA offers Clean Energy Internship and On-the-Job Training (OJT) funding to solar companies hiring entry-level workers, especially from disadvantaged communities.

• Illinois’ CEJA (Climate and Equitable Jobs Act) includes funding for pre-apprenticeship and solar installer training hubs that prepare workers for long-term careers in renewable energy.

Building the Pipeline: Effective Solar Training Programs That Work

Expanding access to solar training programs is one of the most effective ways to address labor shortages at the root. The best programs combine classroom instruction with hands-on learning, safety training, and job placement support.

Industry-leading training providers include:

Solar Energy International (SEI) – SEI offers online and in-person courses covering PV design, installation, and battery storage, including advanced tracks that align with NABCEP certification pathways. Their curriculum is widely respected for technical depth and field training.

GRID Alternatives – GRID provides solar job training for people in underserved communities, combining classroom education with real-world rooftop installs. Participants gain exposure to both residential and small-scale commercial projects, with job placement support integrated into the program.

Local IBEW Chapters and Union Apprenticeships – The International Brotherhood of Electrical Workers (IBEW) runs state and regional apprenticeship programs focused on solar, battery storage, and EV infrastructure. These programs are especially valuable for training electricians in code-compliant solar installation, offering paid on-the-job experience alongside technical coursework.

Many programs include or encourage OSHA 10 or 30-hour construction safety courses, which help prepare workers for real-world jobsite conditions and support permitting compliance.

To support solar workforce development, companies can:

• Sponsor employee training through SEI, NABCEP, or approved local programs

• Offer internships or job-shadowing to students or career-changers

• Partner with nonprofits like GRID for co-hosted training installations

• Cover OSHA certification costs for new hires

While addressing staffing challenges requires multiple strategies, one immediate way to free up your existing workforce is by leveraging GreenLancer's permit plan sets and engineering services. By outsourcing time-consuming technical documentation, your skilled installers can focus on what they do best: completing more installations.

Our standardized solar permitting solutions can save many hours per project that would otherwise pull installers away from the field. Complete the form below to learn more about how our solar design and engineering services save time.