Apprenticeships

The UK construction industry is facing a significant skills challenge, latest figures from the CITB’s Construction Workforce Outlook 2025–29 show that the UK construction workforce needs to grow by around 48,000 new workers per year—equivalent to nearly 1.8% annual growth.

In the South East alone, demand for skilled construction workers is rising steadily, highlighting the crucial role apprenticeships play in developing the local workforce and securing the industry’s future. This growth underscores why engaging apprentices is now more vital than ever.

Apprenticeships help address the skills gap—particularly in trades facing shortages such as bricklaying, plumbing, electrical and HVAC.

By investing in homegrown talent, employers reduce dependency on overseas labour amid post‑Brexit reforms and increased policy emphasis on domestic training.

1. Recruitment & Selection
   Use your standard hiring processes, supported by resources like Go Construct. CITB’s New Entrant Support Team (NEST) can assist with candidate outreach and recruitment.
2. Programme Coordination
   An appropriate training agency arranges the apprenticeship journey—from on-site coaching to academic modules at local colleges or training providers.
3. Funding & Grants
   Employers can access CITB apprenticeship grants for each learner. In FY 2024–25, sponsors supported over 30,000 apprenticeships through £71.4 million in grant funding. Additional support via schemes like Travel to Train, Qualification Grants, and Short Course Grants delivered over £58 million during the year
4. Retention Incentives
   Employers taking on foundation apprentices (Level 2) may be eligible for an additional £2,000 bonus from the Treasury from August 2025, on top of standard training coverage via the Growth and Skills Levy.
5. Progress Monitoring & Evaluation
   Training providers and employers jointly oversee appraisal reviews and performance assessments. Achievements are documented via NVQ submissions and practical evidence, reviewed by qualified assessors.
6. Recognition & Milestones
   Regular progression reviews align pay increases with performance and academic achievements. Employers can leverage internal recognition events (e.g. Apprentice Awards) to celebrate high achievers and promote career motivation.

.

• Investing in apprentices offers long-term return on skills and loyalty.
• CITB grant support makes programmes cost-effective, especially for SMEs.
• Foundation apprenticeships and NEST support reduce recruitment hurdles.
• Structured monitoring ensures consistent quality and employer–learner alignment.