Delivering the Construction Jobs Plan: building the workforce

Published on 19 October 2026, the Government’s Construction Jobs Plan sets out an ambition for 100,000 job opportunities a year, backed by a £625m Construction Skills Package, 40,000 industry placements per year and up to 10,000 Foundation Apprenticeships. This recognises that to meet future demand we need to make the industry attractive to young people and ensure we retain skilled and competent people in long-term careers.

Many themes in the Plan correspond with longstanding JIB principles, as reflected in our ongoing work, and are supported by the Electrotechnical Certification Scheme (ECS).

Andy Reakes, Acting CEO at the JIB, said:

“There’s much in this Plan that works for our industry, and it’s good to see Government putting good work, competence and apprenticeships at the centre of growth. The recognition of the Engineering & Building Services Skills Alliance (EBSSA) really matters. Too often, mechanical, electrical and associated trades have been overlooked, or policy has assumed everything sits within general construction. It’s important that Government stays aligned with us so the engineering and building services sector is properly reflected in how this is delivered. The work started on fair and good work now needs to be seen through. This Government promised to do things differently and do them better. The real test is whether the companies doing the right thing, investing in apprentices, skills and secure employment, are the ones that are rewarded.”

Construction has been asked to deliver more housing, infrastructure and retrofit, and to drive the shift to net zero. This will rely on a competent workforce, with investment in apprentices and clear routes to progression.

Rewarding good employers

JIB member companies commit to industry-set National Working Rules and our wider sectoral collective agreement. This covers employment terms and conditions, health and benefits, apprenticeships, funded training, progression and grading. We welcome the Plan’s focus on quality employment, including the Good Work Standard and the Warm Homes Plan Workforce Taskforce.

Employers that invest in apprenticeships, competence and workforce development should not lose out to those which rely on short-term cost cutting. Procurement reform brings an opportunity to address this. There is recognition within the Plan that public procurement can shape workforce outcomes and raise standards across the supply chain. Raising the social value weighting from 10% to 20% (on Government contracts worth £5m or more) is encouraging. It gives more weight to skills and competence and backs responsible companies.

The JIB continues to make the case that good work and good procurement go hand in hand. We have engaged in positive conversations with the Cabinet Office about better recognition for apprenticeships and good employment within the new Social Value Model (which applies from January 2027).

Competence you can check

More than 10 years ago, ECS launched the digital MyECS App, which allows employers to demonstrate competence and compliance efficiently. The Plan acknowledges the importance of digital competence records and skills passports. It references the industry-wide competence platform being explored by the Construction Leadership Council – which would include links between card schemes and skills passports. We have been working with the Department for Work and Pensions and Skills England to explore ways to make systems interoperable and to ensure recognition of established, trusted card schemes – such as ECS.

Meeting demand for electricians

The Plan identifies that demand for electricians and electrical fitters will rise as the economy electrifies. Electricians with high standards of competence will be central to the UK’s growth ambitions across clean energy projects, building upgrades, low-carbon technologies and major infrastructure. The Plan’s baseline employment forecasts are more cautious and do not fully capture the demand from electrification or account for the number of electricians due to retire. Realistic workforce planning is essential.

The current remit of the Construction Industry Training Board (CITB) does not cover electrical trades. The JIB would like clarity on how new skills funding will reach electrotechnical employers, particularly SMEs. We have also pressed for mandatory apprenticeship proportions in public contracts, increased spending on upskilling, and provision of extra grant funding for companies which have not taken on an apprentice in recent years.

Much of what the Government is looking for already exists in our sector and the JIB Agreement (a partnership between employers and Unite the Union) is a proven model. JIB members benefit from apprenticeship support, recognised grading structures and the ECS competence framework – which brings workforce assurance.

What the Construction Jobs Plan means for JIB members

• Taking on apprentices: Check whether you qualify for the £2,000 hiring payment and fully funded training for apprentices aged under 25.
• Bidding for public work: Social value – including apprenticeships, training and good employment – will carry more weight. Use JIB resources to assist with procurement and ensure your bids reflect the value of your JIB membership.
• Keeping ECS cards current: Digital, verifiable evidence of competence matters on site and for procurement. Ensure you are signed up to the ECS Portal for Employers and keep ECS certification, CPD and assessments up to date.
• Having your say: The JIB will share opportunities to feed into the Good Work Standard and other consultations.

As the Plan moves from ambition to delivery, JIB and ECS will continue our work with Government, clients and industry partners to build a larger, more skilled and more productive workforce. We will keep JIB members updated.

jib.org.uk | ecscard.org.uk