In June, the Construction Industry Training Board (CITB) released its latest Construction Workforce Outlook Report. 

Covering the period 2026 - 2030, the research looks at the industry’s predicted growth and opportunities, as well as the challenges it is likely to face over this five-year period and beyond. 

While construction output is forecast to fall slightly this year, encouragingly, looking at the overall picture, it is anticipated to grow across the next five years by 1.8% on average. Several areas are driving this upwards trend, with infrastructure, public new housing and private new housing looking particularly strong.

Unsurprisingly, when it comes to challenges, the CITB outlook continues to highlight skills shortages as one of the biggest hurdles for construction to overcome. To cope with demand, the sector must recruit 36,340 extra workers per year until 2030. 

Which construction roles are most in demand? 

Interestingly, the CITB anticipates that advanced roles, such as directors, executives and senior managers, will be the most in-demand positions, requiring an additional 4,570 people by 2030.

While newcomers to the industry are unlikely to step into these roles immediately, these figures should be encouraging to those looking for a career path with clearly-defined progression routes. 

At a time when more and more people are looking for future-proof job roles, this is a major pull for the sector, and one that it must clearly communicate if it is to attract this much-needed wave of new talent.

Another surprising takeaway is that ‘non-construction professional and technical office-based staff’ and ‘other non-construction office-based staff’ are two of the highest-demand segments.

When many of us picture a career in construction, it’s natural that our minds immediately go to jobs on the tools. However, these clerical roles are vital in keeping projects running behind-the-scenes, and such positions can be a fantastic option for career switchers from an admin/office background. 

In terms of specific trades, the CITB found that the below professions need to attract the largest number of annual extra workers: 

  • Carpenters and joiners: 1,630 annual extra workers
  • Painters and decorators: 670 annual extra workers
  • Electrical installation trades: 1,470 annual extra workers
  • Plumbing and HVAC trades: 1,410 extra workers
  • Bricklayers and masons: 990 annual extra workers

Realistically, relying solely on ‘traditional’ construction training pathways such as apprenticeships and college courses won’t be enough to fill these gaps. While both still offer essential routes into the industry, they are unlikely to drive any significant influx of workers in the next five years, given how long both pathways take to complete. 

From the CITB’s findings, it is clear that there is an abundance of upcoming opportunities in terms of project startups and career progression. To take full advantage of this position, the industry’s main focus must be on two key areas.

Firstly, if construction is to unlock its potential, it must speed up the process of attracting and training new workers. We’re talking about nearly 40,000 extra people being needed this year alone; this is where shorter, intensive trade courses with private providers can start to plug the gap right now. Not only do these courses offer a much more efficient method of obtaining construction qualifications, but they also open up the possibility of training to a much wider audience.

Secondly, and equally as important, construction must improve its ability to retain qualified workers. The demand for senior positions is clearly present, so there is an onus on industry leaders to ensure such opportunities for progression are properly communicated. This is crucial in encouraging workers to build a long-term career within the sector, and ultimately, filling these highly skilled roles.