Construction workers are increasingly staying close to home for work, a CITB report has found, prompting calls for more localised skills strategies.
The Construction Industry Training Board (CITB) has published its Workforce Mobility and Skills in the UK Construction Sector 2025 research report, which finds that workers are becoming less willing to travel long distances for employment.
The report shows that, in the last 12 months, a third (34%) of construction workers travelled no more than 20 miles for work. Just over a quarter (28%) worked more than 50 miles from their home – down from 32% in 2022.
The trend is more pronounced further out. Only 18% of workers travelled between 50 and 100 miles from home in the last 12 months, compared with 26% in 2015. Just 10% travelled more than 100 miles, down from 21% in 2015.
Workforce mobility has traditionally allowed the industry to respond to peaks in demand, with skilled workers travelling to major housing, infrastructure and commercial projects across the UK. CITB’s analysis suggests family, lifestyle and personal circumstances are playing a growing role in where people choose to work.
The report links its findings to government plans for new technical education routes, which will give 14-year-olds earlier access to technical skills and connections with local employers.
CITB said that, as devolution is expected to continue under prime minister Andy Burnham, and combined authorities gain more powers and budgets, there is an opportunity to strengthen regional approaches to workforce development, aligning training provision with the needs of local employers and major projects.
Lee Bryer, insights manager at 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.”
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