CITB funding changes signal major shift in construction training support

By Heidi J. Ellsworth.

Understand CITB funding changes and their impact on training, grants and workforce development.

The latest announcement from the Construction Industry Training Board (CITB) is reshaping how training is funded across the U.K. construction industry. With changes rolling out in January 2026 and continuing through April 2026, contractors, manufacturers and industry stakeholders are now facing a new reality when it comes to workforce development and training investment.

At the heart of these changes there is a growing imbalance. Over the past several years, demand for training support has increased significantly, with CITB reporting a 36% rise in employer demand since 2021, while levy rates have remained unchanged. This growing gap between demand and available funding has led CITB to restructure its funding model to ensure long-term sustainability and more targeted use of resources. 

One of the most impactful changes is the move away from traditional short course grants. From January 2026, most short course training is no longer funded through the standard Grants Scheme and must instead be accessed through Employer Networks. These networks now provide approximately 50% match funding for training, with some health and safety courses supported at lower fixed rates. 

This shift represents a fundamental change in how contractors access funding. Rather than receiving direct reimbursement, companies must now work through regional networks, requiring more planning and coordination to secure support. 

Funding levels themselves have also been reduced. Achievement grants for qualifications have been standardised at £600, and attendance grants for long qualifications have been removed. In addition, funding for Level 7 qualifications has been discontinued, narrowing the scope of financial support available to employers. 

Another major change comes into effect in April 2026, specifically impacting larger companies. Employers with more than 250 employees will no longer have access to Employer Networks. Instead, CITB is introducing a new Large Employer Fund, offering up to £18,000 per company through an application process. This creates a separate funding pathway based on company size and further reflects a shift toward targeted funding distribution. 

Despite these changes, CITB has maintained support for apprenticeships and continues to prioritise high impact training and new entrants into the industry. The restructuring is designed to ensure that limited funding is directed toward addressing critical skills shortages while maintaining long term viability.

For the liquid applied membranes sector and the broader construction industry, the implications are clear. Companies must take a more strategic approach to training while planning ahead to maximise available funding along with budgeting for increased out of pocket costs. 

Industry associations such as the National Federation of Roofing Contractors (NFRC) and the Liquid Roofing and Waterproofing Association (LRWA) are playing an important role in helping their members navigate these changes by communicating updates, providing guidance and supporting training pathways to ensure contractors remain informed and prepared in a rapidly shifting environment. 

These updates represent more than just funding adjustments. They mark a fundamental shift in how training is supported across the construction industry. Companies that adapt early, engage with Employer Networks and plan their workforce development strategically will be best positioned to build skilled teams and remain competitive in the years ahead.