
A new industry-led plan to tackle the skills shortage threatening the UK’s heritage and traditional building sector has been unveiled, with backing from the National Federation of Builders (NFB) and the Construction Industry Training Board (CITB).
The Repair, Maintenance and Improvement (RMI) Heritage and Traditional Build Sector Skills Plan was revealed at the NFB’s Heritage and Traditional Build conference, held at Painters’ Hall, the 16th century home of the Worshipful Company of Painter-Stainers in the City of London, a fitting venue given the subject matter. The plan brings together employers, industry bodies and training providers with the aim of addressing some of the most pressing skills challenges facing the UK’s historic built environment.

Led by the NFB and developed in partnership with a wide range of employers, industry groups, education providers and heritage organisations, the plan identifies five priority areas where collaborative action is needed: workforce development, sector leadership, training provision, net zero and climate change, and procurement. Together, these strands are designed to create clearer routes into heritage construction careers, widen access to specialist training and help safeguard traditional skills for future generations.
The scale of the challenge is considerable. Historic England estimates that there are around 5.5 million traditional, pre-1919 buildings in England, and the organisation’s 2024 Skills Needs Analysis examined the supply and demand for the skills required to repair, maintain and retrofit them. With growing pressure to improve the energy performance of older properties, the need for specialist skills is becoming increasingly important as the UK looks to improve the energy performance of older buildings. CITB is supporting the plan as part of its wider Sector Skills Plans programme, with £3.8 million allocated to the RMI plan covering domestic retrofit and heritage and traditional buildings.
Tim Balcon, chief executive of CITB, said: “The heritage construction sector is responsible for maintaining some of our most important landmarks and buildings. This Sector Skills Plan has been developed by the industry, for the industry, bringing together training providers, employers, and stakeholder organisations to help identify the actions that need to take place to strengthen the future of the workforce.
“CITB is proud to support and invest in this industry-owned initiative, to help give a greater say to employers in how skills support is shaped, while also opening pathways for new entrants and safeguarding specialist expertise for generations to come.”
James Butcher, deputy chief executive of the NFB and industry chair of the plan, described the scale of the task facing the sector. “With one in five homes and one in three commercial properties traditionally built, ensuring that we have a sufficient and competent workforce able to look after these buildings is essential and that is what this plan is all about. Whether it is repairing, maintaining, improving, renovating, restoring, retrofitting or adapting for the future, there is plenty of work to be done but not always the supply chain able to do it.
“This plan acts as a framework, setting out the key skills challenges facing our part of the sector and calling for action from across industry to help tackle them. Protecting heritage and traditional buildings for the future requires a lot of love and attention, and keeping heritage and traditional build skills alive does too.”

Rather than a one-off announcement, the plan has been designed as an ongoing programme of work. The RMI Heritage and Traditional Build Sector Skills Plan is intended to be a live programme of activity that evolves alongside the needs of the industry, ensuring employers can continue to shape skills priorities as market conditions, technologies and workforce requirements change. It builds on groundwork laid earlier in the year, when the NFB first signalled plans for a dedicated heritage skills strategy ahead of the conference.
Several supporting initiatives were launched alongside the plan itself. Among them is an upskilling travel support pilot, which will reimburse eligible employees up to £335 towards travel and accommodation costs for specialist training that is not available locally — a practical response to the geographical gaps in provision that have long made it difficult for smaller firms and rural practitioners to access niche courses. A feasibility study is also being carried out with Historic England, which will explore whether greater visibility of future heritage work could give employers the confidence to invest in training.
The conference also saw the launch of the NFB’s National Heritage Skills Forum, intended to bring industry voices together to strengthen sector leadership and coordination, alongside the development of skills and knowledge statements to support heritage and traditional build occupations and competencies. The forum has a particular purpose beyond general coordination: it has been established partly to address the gap left by the closure of the National Heritage Training Group, which previously provided a national focus for heritage construction skills and training. Its absence has been keenly felt across the sector, and its replacement with an NFB-led body is likely to be welcomed by contractors who have struggled to find a unified voice for heritage skills issues in recent years.
For fleet operators and contractors working across the repair, maintenance and improvement sector, the plan’s emphasis on training provision and workforce development is likely to have practical implications for how specialist teams are recruited, deployed and kept mobile between sites, particularly where training now available only through travel bursaries requires staff to work away from their home base. The net zero and climate change strand of the plan will also be of interest to operators supporting retrofit work, as demand grows for tradespeople who can combine traditional building methods with modern energy efficiency requirements.
With such a significant proportion of the UK’s housing and commercial stock reliant on traditional construction methods, the shortage of appropriately skilled tradespeople has been a long-standing concern for heritage bodies, insurers and local authorities alike. This new plan represents one of the most coordinated attempts yet to bring the various strands of the industry, from training providers to employers and specialist trade bodies, behind a single, evolving framework. Its success will likely depend on how effectively the five priority areas translate into tangible training places, funded pathways and a supply chain capable of meeting demand across both routine maintenance and major restoration projects in the years ahead.







