A new workforce model and report from Age Irrelevance and ProAge argues that older construction workers should take on more mentoring and educational roles to prevent a mass exodus from the workforce through retirement
As a significant number of the UK construction workforce approach retirement, many focus on the need to recruit the next generation of construction workers.
ProAge and Age Irrelevance have released a report, Rebuilding the UK’s construction workforce, exploring the issue and proposing a model to reframe retirement as a transition rather than an ending, by moving into training roles.
Construction is losing people faster than it can replace them
Over 32% of construction workers are aged 50 or over, meaning that in the next 17 years, the construction industry risks losing around 625,000 – or a third of the workforce- to retirement.
On the other end of the workforce lifecycle, nearly half of apprentices do not complete their courses. Paired with the ever-growing demand for skilled construction workers- an extra 50,300 a year, according to the CITB- and the outlook for the sector is bleak.
Unlocking the opportunity already on site
Developed by Mike Mansfield at ProAge, ConstructED proposes establishing funded pathways to enable older and experienced workers to get teaching qualifications whilst still working.
According to the paper, if 10% of the 625,000 workers due to retire over the next 17 years remained economically active through teaching roles, the Treasury could potentially benefit from over £2bn in fiscal value over the next decade.
“This is a workforce longevity issue”
Kay Allen, campaign director of Age Irrelevance, commented: “The construction skills crisis is not just about attracting young people. It is about valuing experience as infrastructure. When knowledge leaves unmanaged, productivity falls and training weakens. We already have the expertise we need – we simply haven’t designed a system to keep it in circulation.”
Strategy director Fiona Lennox added: “This is a workforce longevity issue. Industries built around a binary entry and exit model are no longer keeping pace with demographic reality. ConstructED offers a blueprint for multi-stage careers where contribution evolves rather than ends. That is how modern economies stay competitive.”
ProAge chief executive Mike Mansfield said: “To tackle the shortage of further education lecturers in the construction sector, we need to recognise the untapped potential of experienced older workers. By reskilling seasoned professionals to support new apprenticeships, we can not only address teaching gaps but also unlock powerful knowledge transfer – ensuring that the next generation benefits from decades of real-world expertise.”
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