​The built environment sector, encompassing technical roles in design, project delivery and maintenance areas, is facing a significant challenge: a growing number of professionals are becoming economically inactive, contributing to critical skills gaps in the industry. Whether due to early retirement, career breaks, or health-related issues, these professionals represent a valuable but underutilised resource. The ONS has estimated that the number of economically inactive in the UK has spiralled to 9.4 million in 2024, with a record 2.8 million now out of work due to long-term sickness.

Government plans to “Get Britain Working” again have been announced by the Works and Pensions Secretary, but at an organisational level what can we be doing to make sure we are best positioned to attract and retain professionals into our sector?

1. Offer Flexible and Project-Based Work

Many who have left the workforce may still have the desire to contribute but are unwilling to return to full-time roles. Offering flexible work arrangements, such as part-time positions, consultancy roles, or project-based contracts, can be a powerful incentive. This allows these professionals to engage in meaningful work while maintaining a work-life balance that suits their current lifestyle. For example, a retired engineer might be willing to oversee a specific project or mentor younger staff on a part-time basis.

2. Create Pathways for Health-Conscious Working

Health concerns, particularly in physically demanding roles, can deter professionals from re-entering the workforce. To address this, organisations should develop health-conscious working pathways. This could involve providing ergonomic equipment, offering hybrid working arrangements that reduce the need for constant site visits, or ensuring access to comprehensive health and wellbeing support. Hiring managers should also look at easy to implement strategies to support workers such as phased return-to-work programmes can help those recovering from illness ease back into their roles at a comfortable pace, with tasks adjusted to their current capabilities.

3. Targeted Recruitment with Industry-Specific Messaging

Working with your recruitment partner, you can adjust the messaging of your recruitment campaigns so they are highly targeted and industry-specific. Highlighting the unique benefits of returning to work in the built environment sector—such as the opportunity to contribute to sustainable infrastructure or urban planning projects—can reignite their passion for the field. Collaborating with professional bodies, such as the Institution of Civil Engineers or the Royal Town Planning Institute, can also help reach those who may be considering a return to their profession.

4. Invest in CPD and Re-skilling Opportunities

The built environment sector is constantly evolving, with new technologies and regulations emerging regularly. Professionals who have been out of the workforce may feel their skills are outdated. Organisations can attract these individuals back by offering Continuing Professional Development (CPD) and re-skilling opportunities tailored to the latest industry standards. For instance, providing training in digital construction tools like Building Information Modelling (BIM) or the latest urban or infrastructure planning software can help returning professionals feel confident and up-to-date with industry advancements.

5. Promote a Collaborative and Inclusive Work Culture

Returning to work after a period of economic inactivity can be daunting, especially in sectors where projects are fast-paced and high-stakes. Promoting a collaborative and inclusive work culture is essential to making these professionals feel welcomed and valued. Encourage a mentoring system where returning professionals can share their experiences while also receiving support in re-integrating into the workplace. Emphasising the value of diverse experiences and non-linear career paths can also help create a more inclusive environment that attracts those who may have taken career breaks.

6. Provide Industry-Specific Benefits and Incentives

To attract skilled professionals back into the built environment sector, organisations should offer competitive benefits that address the specific needs of highly technical professions. This might include CPD allowances, professional membership fees, or flexible pension plans. Additionally, providing financial incentives, such as return-to-work bonuses or rewards for taking on critical projects, can be particularly appealing. These benefits not only demonstrate a commitment to the professional’s long-term career but also help to offset any perceived risks of returning to work.

​

These strategies not only help address current skills shortages but also ensure that the sector continues to thrive with a diverse and experienced workforce. The key is to understand the unique needs of these professionals and create an environment that makes returning to work an attractive and feasible option.