The Construction Industry Training Board (CITB) has today released its Workforce Mobility and Skills in the UK Construction Sector 2025 research report. The new research shows workers are becoming less willing to travel long distances for employment. It highlights the need to develop localised workforces to support local employers.
The report reveals that, in the last 12 months, a third of all construction workers have worked no more than 20 miles away. Just over a quarter have worked more than 50 miles away from their permanent or current home. This is a decrease from 32% in 2022.
These findings follow the recent Government announcement regarding the launch of new prestigious technical educational routes. The new pathways will provide 14-year-olds with valuable early access to technical skills, work experience and connections with local employers. The Prime Minister is determined to put technical education on an equal footing with the traditional academic path.
Traditional mobility patterns are changing
Workforce mobility has traditionally helped the industry respond to peaks in demand. Skilled workers have travelled to where major housing, infrastructure and commercial projects are being delivered. This provides employers with the flexibility needed to resource projects across the UK.
However, the workforce mobility research suggests that pattern is changing. CITB’s analysis indicates that family, lifestyle and personal circumstances are playing an increasingly important role in decisions about where people choose to work. In the last 12 months only one in six construction workers have worked between 50 and 100 miles away from home. This is compared to 26% in 2015. Only one in ten have worked more than 100 miles away, compared to 21% in 2015.
As the Government seeks to accelerate housebuilding, deliver infrastructure commitments and support economic growth, labour demand will not be evenly distributed across the country. Some regions will need significantly more workers than others. With the new Prime Minister, Andy Burnham, expected to continue pushing powers and budgets to combined authorities, there is an opportunity to strengthen regional approaches to workforce development, ensuring training provision reflects the demands of local employers and major projects.
For employers, the message is equally clear. Recruitment strategies that depend on attracting labour from outside the region may become increasingly challenging. As labour markets become localised, investing in training and skills development for the local workforce will become ever more important. If fewer workers are willing to relocate or travel, construction employers are likely to place greater emphasis on developing local skills to meet workforce needs.
Connecting skills with local demand
Lee Bryer, Insights Manager, CITB, said, “It’s certainly a positive that local employers are going to be better connected with students, helping to align the education and skills systems. Construction has traditionally relied on workforce mobility to help meet demand. However, the evidence suggests that model may become less effective in the years ahead. If workers are less willing to travel or relocate for work, skills shortages risk becoming increasingly localised.
“This means skills strategies must become more place based. We’re already working towards this at CITB. We have established partnerships with Mayoral Strategic Authorities and regional leaders to better understand local labour market needs and support action plans aligned to regional priorities.
“This work has helped strengthen relationships between employers, training providers and local decision-makers. It creates a stronger foundation for addressing emerging skills challenges at a local level.”
