Construction Industry Braces for CSCS Shake-Up: 60,000 Workers on the Brink of Losing 'Grandfather Rights' by June 2024

Construction Industry Braces for CSCS Shake-Up: 60,000 Workers on the Brink of Losing 'Grandfather Rights' by June 2024

The construction industry is facing a significant shake-up as the Construction Skills Certificate Scheme (CSCS) prepares to phase out "grandfather rights" cards by 30 June 2024. This move will require an estimated 60,000 workers who currently rely on employer recommendations to obtain formal qualifications such as National Vocational Qualifications (NVQs) or Scottish Vocational Qualifications (SVQs) to remain certified.

Grandfather rights have historically allowed experienced workers to hold CSCS cards based on their employer's recommendation, rather than formal qualifications. NVQs and SVQs, on the other hand, are work-based awards in England, Wales, and Northern Ireland that are achieved through assessment and training. They demonstrate the skills and knowledge needed to perform a particular job role or function.

While the goal of enhancing competency standards across the sector is commendable, the aggressive timeline and substantial burdens imposed on workers and employers alike raise concerns about unintended consequences.

For experienced tradespeople, particularly those who are self-employed contractors, the prospect of lost wages and out-of-pocket expenses to attain certifications late in their careers may be a bridge too far. Many self-employed contractors have years of experience and expertise, but may struggle to find the time and resources to pursue formal qualifications. The construction industry risks losing valuable skills and labour at a time when it can ill afford to do so.

Employers, already grappling with economic headwinds, will need to move quickly to assess their exposure and develop plans to support their workforce through this transition. The costs and logistics of ensuring all workers are certified under the new rules will be no small feat. Companies may need to provide financial assistance, time off for training, or on-the-job support to help their employees obtain the necessary qualifications.

As a recruiter in the construction industry, I anticipate significant challenges in the coming year as the available pool of qualified labour potentially shrinks. Working closely with contractors and self-employed tradespeople to navigate these changes will be crucial. As a recruiter in the construction industry, I anticipate significant challenges in the coming year as the available pool of qualified labour potentially shrinks. It will be essential for recruiters to forge strong partnerships with their clients to navigate these changes successfully. This may involve collaborating closely to assess upcoming projects, identify potential skill gaps, and develop targeted strategies to attract and retain certified workers. Recruiters will need to stay abreast of the latest developments in the CSCS transition and provide guidance to clients on how to ensure compliance while maintaining access to the talent they need. By serving as strategic advisors and working hand-in-hand with construction firms, recruiters can play a vital role in helping the industry adapt to the new CSCS requirements while minimising disruptions to projects and labour supply.

While the CSCS's intentions to improve competency standards are undoubtedly positive, the rapid pace and inflexibility of this overhaul risk worsening the industry's skilled labour shortage. A more gradual phase-out of grandfather rights, coupled with increased support for workers and employers during the transition, could help alleviate the potential negative consequences.

les with the looming CSCS deadline, the coming months will be crucial. To successfully navigate this challenge and emerge with a stronger, more skilled workforce, open and transparent communication among all stakeholders—including workers, employers, recruiters, and certification authorities—will be of utmost importance. By fostering a collaborative approach and working towards a common goal, the construction sector can effectively address the concerns surrounding the CSCS changes while ensuring a smooth transition that benefits all parties involved.

The construction industry must pull together to ensure that the drive for enhanced standards does not come at the cost of losing the seasoned pros who have long formed its backbone. By working collaboratively and advocating for a balanced approach, we can steer this transition towards a positive outcome for all involved. It is crucial that the industry finds ways to support and retain experienced workers while also promoting the development of new talent through training and certification programmes.

If you are an employer looking to navigate the CSCS changes or a contractor concerned about the opportunities that might be available to you, Mane Contract Services is here to help. As a leading recruiter in the infrastructure industry, we are well-positioned to guide you through this transition and ensure that your business has access to the skilled and compliant workforce it needs to thrive. Our team of experienced consultants will work closely with you to understand your specific requirements, develop tailored strategies to address potential skill gaps or compliance issues, and provide guidance on adapting to the new standards. For contractors, we are committed to helping you navigate this change by connecting you with employers who value your skills and experience, identifying any additional training or certification needs, and minimising the impact on your livelihood. Contact Mane Contract Services today to discuss how we can help you successfully navigate the CSCS overhaul and ensure a bright future in the construction industry.