The Construction Industry Training Board (CITB) has published its Workforce Mobility and Skills in the UK Construction Sector 2025 report, which finds a marked shift towards shorter commuting distances. The findings point to the need for stronger local talent pipelines to meet demand close to where work is taking place.

Over the past year, a third (34%) of construction workers did not work more than 20 miles from home. Just 28% worked more than 50 miles away from their permanent or current residence, down from 32% in 2022.

These trends come after the Government's announcement of new prestigious technical education routes. The pathways will give 14-year-olds earlier access to technical skills, work experience and links with local employers, with the Prime Minister determined to put technical education on an equal footing with the traditional academic route.

Historically, workforce mobility has enabled the sector to respond to peaks in activity, with skilled workers travelling to major housing, infrastructure and commercial schemes around the UK to meet capacity needs.

CITB's analysis suggests that pattern is changing as family, lifestyle and personal factors play a larger role in choices about where to work. In the last 12 months, only one in six (18%) workers took jobs 50–100 miles from home, compared with 26% in 2015, while just one in ten (10%) worked more than 100 miles away, down from 21% in 2015.

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As the Government seeks to speed up housebuilding, deliver infrastructure commitments and drive growth, labour demand will vary by region. With devolution expected to continue pushing powers and budgets to combined authorities, there is scope to strengthen regional workforce plans so training aligns with local employer needs and major projects.

For employers, relying on recruiting workers from further afield may become tougher. As labour markets localise, investment in training and upskilling residents will be increasingly important to deliver homes, infrastructure and the retrofit programme. If fewer people are willing to relocate or travel long distances, firms are likely to focus more on developing skills locally.

Lee Bryer, Insights Manager, CITB, said: "It's certainly a positive that local employers are going to be better connected with students, helping to align the education and skills systems. Construction has traditionally relied on workforce mobility to help meet demand, but the evidence suggests that model may become less effective in the years ahead. If workers are less willing to travel or relocate for work, skills shortages risk becoming increasingly localised.

"This means skills strategies must become more place based. We're already working towards this at CITB, having established partnerships with Mayoral Strategic Authorities and regional leaders to better understand local labour market needs and support action plans aligned to regional priorities.

"This work has helped strengthen relationships between employers, training providers and local decision-makers, creating a stronger foundation for addressing emerging skills challenges at a local level."

The full report, Workforce Mobility and Skills in the UK Construction Sector 2025, is available from CITB, with an English and a Welsh edition provided.