New CITB analysis says apprenticeship starts must at least double and completion rates improve to meet demand for more than 200,000 additional construction workers over 2026–30, with support focused on employer capacity, regional gaps and delivery across England, Scotland and Wales.

Across Scotland, England and Wales, apprenticeships remain construction's benchmark for producing skilled, work-ready talent. They blend on-the-job learning with formal qualifications, helping employers build capability while giving learners a pathway into skilled employment and long-term careers.

However, the sector faces two connected challenges: too few employers, especially small and micro businesses, offer apprenticeship places, and too many apprentices do not complete. With the industry forecast to need more than 200,000 additional workers over 2026–30, increasing starts is vital—but so is boosting achievement and progression into sustained employment.

The report assesses employer participation, apprenticeship starts and achievement, regional variation, and policy changes across the three nations. It also considers how best to support employers, expand training capacity and strengthen CITB's role.

Around 33,000 people started construction apprenticeships in Great Britain in 2024/25. Even alongside other routes into the industry, starts would need to at least double to meet recruitment demand. The scale of the task is compounded by low achievement rates, with too many learners failing to complete.

-- Advertisement --

Employer participation remains limited. Only 17% of construction businesses currently employ an apprentice, while 81% say they are not at all likely to take one on. This shortfall is particularly pronounced among small and micro firms, which dominate the sector.

Capacity and practical barriers matter as much as financial incentives. Uncertain workloads, limited time for supervision, administrative complexity and difficulties finding suitable candidates can deter employers. Making apprenticeships easier to host is therefore essential to increasing participation at scale.

Completion is a critical weak point. In England, only 58% of apprentices successfully complete by passing their End-Point Assessment. Improving achievement and progression would strengthen the skills pipeline without relying solely on ramping up starts.

Apprenticeships deliver benefits for both employers and learners. Businesses can shape the skills they need and plan for succession, while apprentices gain practical experience, recognised qualifications, and routes into well-paid, skilled roles.

Activity varies significantly by region. Scotland records more than four times as many starts per 1,000 construction workers as London—differences that highlight the importance of employer participation, workforce composition and national policy in shaping opportunities.

Participation is evolving, but barriers persist. More women are entering construction apprenticeships, and Foundation and Accelerated Apprenticeships have the potential to widen access. Nonetheless, participation and achievement remain uneven, including for learners from more deprived backgrounds.

Policy and delivery differ across the three nations. Devolved approaches shape apprenticeship funding, delivery and support. Growth depends on employer demand and effective policy, as well as providers' capacity to deliver high-quality training and assessment.

CITB helps employers recruit, train and retain apprentices. Its New Entrant Support Team (NEST) supports recruitment, administration and funding, alongside apprenticeship grants and direct training where market provision is insufficient.

Download the report to explore the findings in full and what they mean for the future of construction.