By Toni Knight Assoc CIPD, HR Manager
As the UK embarks on one of the most ambitious infrastructure transformations in its history, driven by clean energy, regional development, and climate resilience, the question of who will build it looms large. The answer is not just about numbers, but about readiness, adaptability of skills, and strategic investment in the next generation of our infrastructure workforce.
The workforce gap: A growing concern
The Institution of Civil Engineers (ICE) estimates that the UK will need an additional 500,000 skilled workers by 2030 to meet infrastructure demand. This includes engineers, project managers, logistics specialists, and technical operatives, roles critical to the success of large-scale energy and transport projects.
Yet, the resource pipeline is under strain:
Apprenticeship starts in construction fell by 11% in 2023.
The average age of skilled workers in infrastructure is rising, with nearly 20% expected to retire within the next decade.
Emerging technologies, such as modular construction, digital twins, and autonomous lifting systems require new skill sets that are not yet widely taught.
Specialist lifting: A tiny part of the challenge
In the lifting and logistics sector, the skills gap is particularly acute. Precision lifting for like of offshore wind installations, nuclear components, and flood defence systems demands a blend of technical expertise, and safety awareness.
Without targeted investment in training and recruitment for the infrastructure workforce, the UK risks delays and cost overruns on critical infrastructure projects.
How do we meet the challenge
At LIG we believe that industry leaders must embrace a multi-pronged strategy:
Apprenticeships and early career pathways – Companies should partner with colleges and training providers to create clear routes into specialist roles. For example, LIG are looking to sponsor lifting technician apprenticeships aligned with major infrastructure projects.
Upskilling for emerging technologies – As automation and digital tools reshape lifting operations, continuous learning must become the norm. Training in BIM integration, remote monitoring, and AI-assisted logistics will be essential.
Diversity and inclusion – Only 15% of the UK construction workforce is female, and ethnic minorities remain underrepresented. Broadening participation will not only fill vacancies but enrich the sector with new perspectives.
Regional skills hubs – With infrastructure investment targeting regions like the North East and Midlands, local skills hubs can ensure that communities benefit directly from nearby projects.
LIG is uniquely positioned to lead this conversation, not just as a service provider, but as a partner in workforce development. Just last month the LIG senior leadership team met with Jo Platt, Labour MP for Leigh and Atherton. We discussed the key challenges facing our sector, including the urgent need to address skills shortages in specialised roles like Appointed Persons, and the lack of apprenticeship pathways to support them.
The UK’s infrastructure ambitions will only be realised if the workforce is ready to deliver them. That means investing in people as much as in projects.
Sources: Institution of Civil Engineers – Workforce Demand Forecast | Construction Industry Training Board – Apprenticeship Trends 2023 | National Infrastructure Commission – Skills and Capacity Review | Office for National Statistics – Construction Workforce Diversity Report 2024