Across England, Scotland and Wales, apprenticeships remain construction’s gold standard for developing skilled, work-ready talent. They combine practical experience with formal qualifications, helping employers build capability while giving learners a route into skilled employment and long-term careers.

But construction faces two connected apprenticeship challenges: too few employers, particularly small and micro businesses, offer opportunities, and too many apprentices fail to complete their training. With the industry forecast to need more than 200,000 additional workers over 2026–30, increasing starts matters, but so does improving achievement and progression into employment.

The report examines employer participation, apprenticeship starts and achievement, regional differences, and policy changes across the three nations. It also considers how to support employers, expand training capacity and strengthen CITB’s contribution.

Key takeaways

• Construction needs more apprentices, but increasing starts alone will not be enough. Around 33,000 people started construction apprenticeships in Great Britain in 2024/25. Starts would need to at least double to meet recruitment demand, even alongside other routes into the industry. The scale of the challenge is compounded by low achievement rates, with too many apprentices failing to complete their training.

• Too few employers offer apprenticeship opportunities. Only 17% of construction businesses currently employ an apprentice, while 81% say they are not at all likely to take one on. The challenge is particularly acute among small and micro businesses, which dominate the sector.

• Employer capacity matters as much as financial incentives. Uncertain workloads, limited time and supervision, administrative complexity and difficulties finding suitable candidates can deter employers. Making apprenticeships easier to offer is essential to increasing participation.

• Too many apprentices fail to complete their training. In England, only 58% successfully complete their apprenticeship by passing their End-Point Assessment. Improving achievement and progression would strengthen the skills pipeline without relying solely on more starts.

• Apprenticeships benefit employers and learners. Employers can develop skills to meet business needs and support succession planning, while apprentices gain practical experience, recognised qualifications, and routes into skilled employment.

• Apprenticeship activity varies considerably across regions. Scotland records more than four times as many starts per 1,000 construction workers as London. These differences highlight the need to understand how employer participation, workforce composition, and national policy shape opportunities.

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

• Policy and delivery differ across the three nations. Devolution shapes 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.

Next steps

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