Apprenticeships are usually thought of as a route into work for school leavers, but the reality in construction tells a different story.
Department for Education figures show that 43% of construction apprentices are aged 25 and over, with many already employed in the business before enrolling.
This reflects a wider national trend which sees nearly half (48%) of all apprentices in England over the age of 25. Employers are increasingly using apprenticeships not only to bring in new talent but also to upskill and retain existing staff, from tradespeople wanting to formalise their skills to site supervisors stepping into leadership roles.
Why are so many apprentices over 25?
Several factors explain this shift:
- Upskilling existing staff – with well-publicised skills shortages, many firms are putting trusted employees through apprenticeships to expand their capability.
- Entry requirement changes – since August 2025, candidates over 19 no longer need to pass English or Maths qualifications to complete end point assessments, which opens apprenticeships up to a wider pool.
- More flexible options – apprenticeships can now be delivered part-time and accelerated programmes allow experienced staff to qualify in as little as eight months.
- Rise of higher-level apprenticeships – in 2023/24, these accounted for 36% of all apprenticeship starts nationally.
- Recovery from Covid-19 – during the pandemic, apprenticeship starts fell sharply among younger age groups, particularly in lower-level programmes while the number of older apprentices (already employed and pursuing higher-level training) declined less.
- Tax and incentive structures – while employers can still claim 100% national insurance relief for apprentices aged 16–24, many now see the 95% government funding available for older staff as just as valuable.
In effect, apprenticeships have become a workforce development tool for all ages, not just a route into the industry for teenagers.
Drop-outs
However, the construction industry continues to suffer from a high drop-out rate of 47%. Research points to several recurring reasons why:
- Job loss –data shows that 28% of construction apprentices who fail to complete cite being fired or made redundant, compared with just 11% across other sectors.
- Training provider quality – 39% of non-completers reported issues with their training provider, including poor teaching quality, lack of tutor contact or lack of communication.
- Poor onboarding – apprentices often arrive on site without a structured welcome or clear expectations, which erodes confidence and makes them feel they don’t belong.
- Lack of support – without pastoral care or a dedicated mentor, some apprentices feel isolated and struggle to stay engaged.
- Expectation vs reality – the physically demanding and repetitive nature of site work often differs from the expectation of more varied and rewarding activities, leading to early exits.
- Employer attitudes – some employers still treat apprentices as cheap labour rather than long-term investments, which undermines training quality and progression.
- Practical barriers – travel to remote sites, irregular hours and lack of equipment can make the role difficult to sustain for younger entrants.
Construction faces a dual challenge: attracting young talent while supporting adults already in the workforce. The good news is that apprenticeships, with their blend of funded training and real work experience, are uniquely positioned to do both.
With greater flexibility and funding support now in place, the opportunity is clear but employers will need to address retention head-on if they want to secure the long-term skills pipeline the industry needs.
About the author:Â Eleanor Baker Barnes is commercial director of HR consultant Apprenticeship Central Ltd
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