The construction industry has weathered a turbulent few years, from Covid disruption to rising costs and economic uncertainty. Yet despite those pressures, construction output is forecast to grow again through 2025 and 2026. On the surface, that sounds like positive news.

The challenge? Skills.

The latest CITB Training Provider Network – Data & Insights report makes one thing clear: the construction skills shortage is not easing, and for many employers, it’s becoming the main barrier to delivering work on time and at scale.

Construction is growing – but the workforce isn’t keeping pace

According to CITB’s data, around 2.6 million people currently work in construction and the built environment, representing roughly 8% of the UK workforce. That headline figure might sound healthy, but dig a little deeper and the pressure becomes obvious.

More than 61% of construction firms report being affected by a lack of skilled tradespeople, with almost half experiencing project delays and over a fifth facing cancelled work as a direct result. Vacancy rates in construction have remained consistently higher than the all-industry average for several years, highlighting just how difficult recruitment has become.

In simple terms: demand is returning, but skills availability is not.

200,000 workers a year – just to stand still

One of the most striking insights from the report is workforce churn. Construction typically sees around 8% of its workforce leave the industry every year. That means employers need to replace roughly 200,000 workers annually just to maintain current workforce levels.

When future growth is factored in, that requirement rises to nearly 250,000 workers per year.

For employers, this creates a double challenge:

• replacing experienced workers who leave, retire, or change industries
• finding additional skilled people to meet increasing demand

Relying solely on new entrants or recruitment alone simply isn’t realistic.

Why upskilling existing workers is now critical

The data reinforces something many employers already know from experience: retaining and upskilling your existing workforce is one of the most effective ways to protect productivity.

Short, targeted courses that build competence particularly around site safety, supervision, environmental responsibility, and temporary works allow businesses to:

• move people into supervisory roles faster
• reduce reliance on hard-to-fill external recruitment
• improve compliance and reduce risk
• keep projects moving when labour is tight

This is especially important as projects become more complex and expectations around safety, sustainability and management standards continue to rise.

Regional growth means local skills pressure

The CITB report also highlights that growth, and therefore skills pressure isn’t evenly distributed.

England is forecast to see the highest levels of construction output growth, with significant regional variation driven by:

• new housing
• infrastructure
• repair and maintenance work

Each of these sectors requires different skill sets, but they all share one thing in common: competent, site-ready people.

For employers operating across multiple regions or frameworks, planning training in advance is becoming essential rather than optional.

What this means for construction employers in 2026 and beyond

The message from the data is clear. The construction skills shortage is no longer a future risk, it’s a current operational reality.

Employers who adapt by:

• investing earlier in training
• developing supervisors and managers from within
• prioritising site-ready competence
• aligning courses with real site roles

will be better placed to deliver work, protect margins, and respond to growth opportunities as they arise.

Those who don’t risk delays, compliance issues, and an increasing dependency on an already stretched labour market.

Turning insight into action

At Essential Site Skills, we work closely with employers who are navigating these pressures every day. The latest CITB data supports what we see on site: courses that are practical, relevant and aligned to real roles are one of the most effective tools employers have right now.

As the industry continues to evolve, the focus is shifting away from volume training and towards the right course, for the right people, at the right time.

Because when skills are in short supply, competence becomes your competitive advantage.