How strategic workforce planning will unlock growth in property & construction in 2026

As the UK construction sector navigates the evolving economic landscape in 2026, one thing is clear: strategic workforce planning is not a luxury — it’s a business imperative. With ambitious infrastructure projects, resilient demand in repair and maintenance, and rising expectations from clients and candidates alike, firms that plan recruitment proactively are best positioned to thrive. In this article, we explore how forward-thinking workforce strategies can unlock growth across the property & construction industry this year.

Growing demand meets workforce challenges

The UK property and construction sectors continue to underpin national growth objectives. Government commitments to housing, transport, utilities, and energy transition have steered robust activity across both public and private sectors. Infrastructure investment remains a strong driver of hiring throughout 2026, with businesses seeking talent to meet rising project commitments. 

However, industry growth is tempered by a persistent skills gap that has shaped recruitment dynamics for several years. According to the Construction Industry Training Board (CITB), the sector will need to recruit "nearly 48,000 additional workers per year through 2029" to keep pace with demand — a total of approximately 239,000 new recruits over that period. 

This demand spans professional, technical, supervisory and skilled roles, highlighting the breadth of workforce planning needed — from site labour to project leadership.

Labour supply realities: gaps and opportunities

While construction output and activity show pockets of resilience, the workforce itself has faced contraction pressures. The Office for National Statistics reported the UK construction workforce declined further through 2025, with total employment levels remaining well below pre-pandemic figures. 

Yet despite these headwinds, opportunity is growing:

• Repair, Maintenance & Improvement (RMI) work — particularly energy efficiency upgrades — is expanding, creating demand for multi-trade operatives and retrofit specialists. 

• Strategic infrastructure spending is expected to maintain competitive hiring for civil engineers, project managers, and specialised technicians. 

These dynamics mean recruitment partners with sector expertise, such as Carriera, will be crucial in shaping workforce pipelines that keep contractors competitive.

Why strategic workforce planning matters

Strategic workforce planning goes beyond filling current vacancies; it anticipates future needs based on project pipelines, demographic shifts, and skills trends. Here’s why it matters in 2026:

1. Reduce project delays through early hiring

Waiting until projects start to hire increases risk of delays and cost overruns. With skills shortages affecting both trades and technical roles, early engagement with candidates — and strong relationships with your recruiters — helps avoid bottlenecks.

2. Align talent strategies with project megaprograms

From housing to infrastructure, major programmes require not just labour, but specialist capabilities and managerial continuity. Workforce planning allows firms to map skills against long-term project needs, securing talent before competitors do.

3. Expand candidate pools through skills development

While recruitment is one lever, workforce strategy increasingly includes upskilling existing teams and partnering with apprenticeship initiatives — delivering a more resilient and adaptable workforce.

Practical steps for employers 

Here are actionable ways to integrate workforce planning into your recruitment approach in 2026:

• Forecast hiring needs quarterly: Align plans with upcoming project starts and contract awards.

• Partner with training providers: Build talent pipelines through apprenticeships and digital skills programmes.

• Invest in employer branding: Communicate a clear value proposition to attract skilled workers in a competitive market.

• Use data-driven recruitment: Track hiring metrics to understand where bottlenecks occur and adjust strategies accordingly.

We can advise you on all these aspect of your planning and help you to ensure you're forward-thinking in your workforce planning while offering a competitive edge. Businesses that combine strategic recruitment with skills development will not only fill roles — they will drive sustainable growth, strengthen delivery capacity, and attract the next generation of  talent.