A new CITB report has revealed that workers are becoming less willing to travel long distances for employment, highlighting the need to develop localised workforces to support local employers.
The organisation has published its Workforce Mobility and Skills in the UK Construction Sector 2025 research report. It shows that, in the last year, just over a third of all construction workers have worked no more than 20 miles away, while 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.
The findings follow the recent UK Government announcement regarding the launch of new technical educational routes. The pathways will provide 14-year-olds with early access to technical skills, work experience and connections with local employers.
CITB said workforce mobility has traditionally helped the construction industry respond to peaks in demand. Skilled workers have travelled to where housing, infrastructure and commercial projects are being delivered, providing employers with the flexibility needed to resource projects across the UK.
However, this new research suggests the 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 year, only one in six construction workers have worked between 50 and 100 miles away from home, compared to 26% in 2015. Only one in ten have worked more than 100 miles away, compared to 21% in 2015.
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, but 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, having 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, creating a stronger foundation for addressing emerging skills challenges at a local level.”
To read the full report, click https://www.citb.co.uk/news/updates-insights-and-stories/workforce-mobility-research-shows-that-skills-strategies-must-become-more-localised
