Construction could gain the flexible skills system it has long demanded under reforms outlined in the latest Budget, according to commentary from CT Skills chief executive Alex Ford. Citing Construction Industry Training Board data, the piece notes that just 33,000 people started construction apprenticeships in 2024, against a stated need for roughly three times that number to meet housing, infrastructure and net-zero retrofit demand.
The article argues that traditional apprenticeships are poorly aligned with the sector’s structure, where more than 90 per cent of firms are very small, work job-to-job and favour self-employed or short-term labour. Only one in five construction firms currently employ an apprentice, and only around half of those who start are likely to complete, creating a persistent drag on workforce development and productivity.
According to the commentary, the government plans to replace the Apprenticeship Levy with a new Skills and Growth Levy from April 2026, with a stated aim of funding shorter qualifications than the typical 18–24 month apprenticeship. Detailed funding rules have not yet been published, but the author suggests that, as construction is a priority industry, many existing apprenticeship components could be offered as standalone Level 2 diplomas in trades such as bricklaying, plastering, property maintenance, trowel occupations, carpentry, joinery and fenestration, and potentially CSCS cards.
The piece highlights the potential of “Apprenticeship Units” – modular, bite-sized training aligned to specific roles such as site safety, building compliance, retrofit, asset management, digital construction and customer-facing work. Properly designed, these units could allow employers to plug skills gaps quickly, broaden existing staff capabilities and give new entrants a lower-risk route into the industry before committing to a full apprenticeship.
For levy-paying contractors, particularly those already paying both CITB and apprenticeship levies, the shift is presented as a chance to unlock previously unspent funds and target investment at compliance, digital transformation and retention. The article stresses that the reforms will only deliver for construction if implementation is carefully managed and clearly communicated, but concludes they represent a meaningful move towards a more responsive, employer-driven skills regime that better matches the sector’s commercial realities.
