Industry facing shortage of workers
PlanRadar has reported that the UK construction industry is confronting a major skills gap, with more than 140,000 vacancies unfilled.
The company said this shortage is compounded by the fact that many experienced workers are approaching retirement age.
It explained that the traditional method of meeting demand by simply recruiting more people will not be enough to address the issue.
According to PlanRadar, new strategies will be required to secure the future workforce and ensure industry growth.
Rob Norton, UK Director at PlanRadar, said: “The construction industry faces a fundamental challenge: a signification talent void, with over 140,000 vacancies.
“This issue is compounded by a workforce that’s rapidly approaching retirement.
“The old playbook of simply ‘finding more people’ is no longer sufficient; the real solution will require a different approach.”
Gen Z as a digital solution
PlanRadar stated that younger generations, especially Gen Z, will play a key role in addressing the skills gap.
The company commented that Gen Z is recognised as the most digitally fluent generation to date and has a strong preference for meaningful work.
It added that these qualities make them well suited to help drive digital transformation within the sector.
Norton said: “Gen Z, the most digitally fluent generation in history, holds the key.
“Their ease with technology and desire for purposeful work can drive the digital transformation our sector needs.
“It is our responsibility to show today’s students, especially those checking their newly published GCSE results, that construction is a place where their digital skills are valued.”
Importance of training existing staff
PlanRadar noted that upskilling the existing workforce is also a priority.
The company indicated that digital tools in construction are becoming increasingly accessible, with user interfaces comparable to widely used consumer apps.
It said that empowering older workers to adopt these tools can improve efficiency and collaboration across all age groups.
Norton added: “While this generation’s digital fluency is a huge asset, it’s also true that we need to upskill our entire workforce.
“The good news is that using modern, digital construction tools is often as simple as using apps we already know, like WhatsApp.
“It’s about empowering everyone to work more efficiently and collaboratively, regardless of age.”
Digital future of construction
PlanRadar explained that the sector’s long-term stability depends on adopting digital working methods.
It said this requires industry-wide cooperation to align recruitment, training, and operational practices with technological change.
The organisation stressed that preparing both current and future employees to work with digital tools is essential.
Norton said: “We must embrace change and welcome the next generation of builders.
“The future of construction is digital, and we need to work together to build it.”
Timing linked to GCSE results
PlanRadar connected this message with the release of GCSE results in the UK.
It explained that this moment is an opportunity to highlight career paths in construction to young people who are considering future options.
The organisation stated that showing students how digital skills are valued in construction can help attract new entrants to the industry.
It added that engaging with students at this stage will be important to reduce the impact of the skills gap.
Addressing skills gaps in passive fire protection: UK report outlines recommendations
Passive fire protection in the UK faces workforce, training, and awareness challenges
According to the final report published by the PFP Skills Group, the passive fire protection (PFP) sector in the United Kingdom is facing a series of structural issues related to workforce development, qualifications, and training consistency.
The report details findings from an extensive review of the sector and offers 14 recommendations to improve recruitment, upskilling, and professional standards.
The PFP Skills Group comprises over 60 organisations, including trade associations, employers, training providers, and government representatives.
The report was commissioned following concerns raised by industry professionals, regulators, and the Grenfell Tower Inquiry about the competency of individuals working in life-critical PFP roles.
The group’s work was supported by the Construction Industry Training Board (CITB) and facilitated by the Association for Specialist Fire Protection (ASFP).
Workforce shortages and recruitment barriers
A key issue highlighted in the report is the lack of new entrants into the PFP sector.
The group found that the workforce is ageing and often relies on informal routes into employment.
Few structured pathways exist for young people or career changers to enter the sector.
This has contributed to a shortage of qualified professionals, particularly in inspection and installation roles.
Employers report difficulties in finding suitably trained workers, and limited public understanding of PFP has affected recruitment.
The sector is also underrepresented in broader construction careers materials, reducing its visibility among school leavers and jobseekers.
The report recommends launching a campaign to raise awareness of PFP careers and creating more direct training and qualification routes.
It also suggests building closer links between industry and education providers to improve progression into the sector.
Training provision lacks standardisation
The report identifies inconsistencies in how PFP training is delivered and assessed.
While multiple training providers offer courses, there is no central oversight to ensure alignment with sector needs or national qualification frameworks.
Some courses lack clear quality benchmarks or are not formally accredited.
This creates confusion for employers and learners, and can result in competency gaps among workers.
The group calls for a clearer framework for PFP qualifications and urges training providers to align their content with industry-recognised standards.
Among the recommendations are the development of new apprenticeship standards and modular training pathways covering the full range of PFP disciplines.
The report also encourages the use of digital learning tools and remote access training to improve accessibility.
Competency and regulatory alignment
Concerns about the competency of those working in PFP were raised during the Grenfell Inquiry and remain a central issue for the sector.
The report outlines how the absence of defined competency criteria has led to variability in inspection, design, and installation quality.
The report recommends that government and industry collaborate to define competency criteria for all PFP roles, aligned with the UK’s wider building safety reforms and the new Building Safety Regulator’s requirements.
This would support the professionalisation of the sector and ensure a common baseline of knowledge and skills.
The group also highlights the need for improved guidance and technical documentation.
This includes the development of best practice materials to support on-site decision-making and reduce reliance on informal or anecdotal approaches.
Strategic coordination and governance
Throughout the report, the group identifies a lack of sector-wide coordination as a barrier to addressing skills issues.
Multiple organisations have responsibility for training, qualifications, and promotion, but there is no single body overseeing development across the UK.
To address this, the group proposes the establishment of a formal PFP Skills Group to oversee implementation of the report’s recommendations.
This would include representatives from trade bodies, employers, government, and training providers.
A central part of the group’s role would be to track progress against the 14 recommendations and ensure alignment with wider construction skills initiatives.
The report also suggests securing longer-term funding and engagement with devolved administrations to deliver consistency across the UK.
Summary of recommendations
The PFP Skills Final Report includes the following recommendations:
- Raise public and professional awareness of passive fire protection as a career.
- Improve pathways into the sector for school leavers and career changers.
- Establish a framework of qualifications and modular learning options.
- Expand and formalise apprenticeship standards in PFP disciplines.
- Align all training provision to agreed sector competencies.
- Develop digital training content to improve access and flexibility.
- Improve training materials and sector guidance on best practice.
- Establish and maintain a competency framework for PFP roles.
- Introduce clear job role definitions and expectations across the sector.
- Promote the uptake of third-party certification for training providers.
- Develop an accreditation system for qualifications and courses.
- Establish a new PFP Skills Group to oversee implementation.
- Secure sustained funding and industry support for skills development.
- Ensure policy alignment with wider construction and building safety reforms.
Relevance for fire and safety professionals
The construction skills gap has direct implications for fire and safety professionals, as workforce shortages may delay project timelines and compliance efforts.
Upskilling employees on digital tools can support more accurate tracking of fire safety requirements during construction.
Engaging younger workers could ensure that future fire safety standards are met consistently in a digital-first environment.
Industry-wide collaboration between construction and fire safety professionals will be necessary to strengthen compliance while addressing the workforce gap.
UK construction faces urgent skills gap challenge: Summary
PlanRadar reported that the UK construction industry has more than 140,000 vacancies.
It said many experienced workers are approaching retirement.
It explained that recruitment alone will not address the shortage.
PlanRadar stated that Gen Z’s digital fluency offers a solution.
It said younger workers want purposeful careers and are comfortable with technology.
It added that their skills can support digital transformation.
PlanRadar noted that existing staff must also be trained in digital tools.
It stated that these systems are comparable to apps like WhatsApp.
It explained that adoption can improve efficiency and collaboration.
The organisation said the industry must embrace digital change.
It linked the message to the release of GCSE results.
It said students should be shown that their skills are valued.
It explained that promoting digital careers could reduce the skills gap.
PlanRadar stated that collaboration will be needed to secure the future workforce.
It added that the future of construction is digital.