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2025 has brought some huge changes to the construction sector, and industry leaders have made continuous changes with the goal of safety in mind. One of the major changes is the removal of grandfather rights, which was introduced by the Construction Skills Certification Scheme (CSCS) to raise industry standards and improve safety.
In this blog, we discuss one of the biggest changes in the industry currently, the removal of industry accreditation (grandfather rights), and how this change has impacted workers and employers a year on.
Grandfather rights, also known as Industry Accreditation, has been a publicised topic in the construction industry, especially over the past year. Spanning over a duration of three decades, grandfather rights have been used as a way to gain access to construction sites for those who entered the industry before formal certifications were introduced.
Construction professionals could gain industry accreditation in several ways. Some of the requirements include:
If eligible workers with grandfather rights were often issued a CSCS Industry Accreditation card (IA card). The card colour matched their trade and skill level:
But unlike individuals who took an NVQ route, they would gain an industry accreditation card, which was valid for approximately five years and could be renewed. That was until it was announced that Industry Accreditation was being phased out.
Take a look at our timeline, which showcases the evolution of industry accreditation.
The Construction Skills Certification Scheme (CSCS) introduced the scheme to bridge the gap in roles, allowing experienced workers to obtain IA cards through employer endorsements.
Something many people don’t realise is that the removal of IA was always the strategy. The intention was to introduce this as a transitional process whilst introducing the card scheme, as thousands of workers had been in the industry for years without ever needing a qualification.
Experienced workers who had been in the industry for a long duration, before the introduction of gaining a qualification to gain their CSCS card, were protected by the ‘Grandfather Clause’. A grandfather clause is a rule that allows existing workers or organisations to continue under old requirements when new standards are introduced.
Without this transitional period, site managers would have locked workers out overnight, preventing them from carrying out their roles despite their competence. Given the existing shortage of skilled workers, losing a large portion of the workforce would have had a huge impact on the construction industry.
Allowing the use of the card scheme to be ‘phased in’ also gave workers the time to upskill and get the correct qualification to gain their card under the NVQ route.
Industry accreditation enabled the gradual introduction of NVQs, helping the industry retain a large portion of its experienced workforce and avoid unnecessary costs and disruptions to ongoing projects, although some issues with this route remain.
Having different routes to gain a CSCS card and a lack of formal qualifications means that there will be an inconsistency with skill standards across the industry. Especially when individuals are qualified based on previous experience and recommendation rather than upskilled on industry best practices to industry standards. This makes it difficult for employers and regulators to recognise the true expertise of employees.
New entrants to the industry might also perceive grandfather rights as unfair, as experienced workers can gain a card without partaking in any qualifications. This unequal treatment could potentially lead to tension or conflict on-site.
Having a lack of formal qualifications can also correlate with poor health and safety amongst the workforce, as workers may not have been trained in the latest safety protocols, regulations, or best practices. It also makes it difficult to progress to higher positions as these roles require formal qualifications to demonstrate both competence and compliance with industry standards.
Although there are a few issues with IA, this transitional period allowed training providers, like us, to prepare for the mass volume of an increase in demand for NVQs.
Take a look below at some of the pros and cons of Industry Accreditation.
What are the new requirements for obtaining a CSCS card now that the Industry Accreditation route is no longer available? Workers must now hold an appropriate recognised qualification, such as an NVQ. To support the qualification, individuals must take the CITB Health, Safety and Environment test at a Pearson View Centre.
The changes from the removal of industry accreditation have had a great impact on the industry so far. Here are some of the achievements that we have seen one year on.
With industry accreditation removed, there’s been more emphasis on recognised qualifications such as NVQs, diplomas, and trade certifications. This has encouraged individuals to pursue formal training pathways that provide long-term value and portability across projects.
Many organisations and training providers have stepped up to support workers affected by the changes. Guidance on qualification pathways, funding options, and assessment routes has become more widely available.
This support has helped individuals understand what qualifications they need to remain compliant and progress in their careers further.
As more employees have begun pursuing recognised qualifications such as NVQs, new opportunities for career progression have emerged, along with the potential to undertake further training and higher-level qualifications.
Workers can complete NVQs while working on-site and demonstrate their competence through real tasks. Assessors observe them directly, give valuable feedback, highlight areas for improvement, and help strengthen their safety practices to meet industry expectations.
This increases focus on skills and assessment, ultimately leading to higher safety standards and improved quality of work across the industry
The removal of industry accreditation has affected employers just as it has affected individual workers.
One concern for employers was the financial burden of upskilling a large portion of their workforce within a short timeframe, which can be both costly and challenging to manage efficiently. Organisations and the UK Government have stepped up to support workforce development by providing various funding routes for businesses upskilling their teams through NVQs.
With a fully trained team, individuals are aware of their workplace responsibilities, which streamlines daily tasks and increases their awareness of potential hazards. This knowledge is valuable, as it helps reduce the likelihood of costly claims or compensation payouts for the organisation.
A fully qualified workforce reflects positively on the company, indicating that employees have the relevant expertise and adhere to current industry standards. This helps clients perceive the company as reliable and trustworthy, often leading to increased business opportunities.
Since there is more investment in training, skilled workers are also more likely to remain with the company, as they feel valued and supported, which helps to address labour shortages.
Although there are a lot of benefits to individuals getting qualified to access a construction site, some individuals also perceive this as a burden, with extra effort required just to get on site, including time-consuming training, additional costs, and the administrative paperwork involved, which can sometimes discourage skilled workers from participating or delay project timelines.
Some employers have also expressed concerns about these changes, fearing potential staff losses, increased training costs, and project delays due to both training requirements and temporary employee shortages. To mitigate these risks, they implemented phased training schedules, retention incentives, and careful workforce planning.
Even though some people have focused on the negatives of the removal of IA, professionals have seen a greater return on investment for both of these parties.
In 2022, The Construction Enquirer predicted that more than 60,000 industry skills cards issued under the Grandfather Rights process were due to expire. This means that tens of thousands of construction workers need to obtain recognised qualifications to maintain site access and continue working under the CSCS scheme.
As the expiry date approached, we anticipated a large demand for NVQs, as individuals needed to upskill to gain site access. Fast forward to today — we’ve supported countless learners in completing their NVQs before industry accreditation ended.
We also wanted to provide those who were sceptical about taking an NVQ some peace of mind. We interviewed one of our NVQ learners, Robert Preston, Senior Project Manager at Kier, where he discussed his concerns about taking an NVQ and his experience taking an NVQ with 3B Training.
To find out more information about NVQs, watch the video below where Sam Gregory, 3B Training’s NVQ Key Account Coordinator, answers questions regarding NVQs (National Vocational Qualifications).
Since the removal of industry accreditations, the sector has undergone many positive changes and is now striving to build a highly skilled and knowledgeable workforce, equipped to meet the future demands of our nation. More individuals completing formal qualifications will encourage further training, leading to more experienced workers in the industry and potential for a diverse, adaptable workforce capable of tackling a variety of construction challenges.
With accreditation requirements removed, employers and training providers can collaborate to create programs tailored to real-world workforce needs, ensuring skill development keeps pace with evolving demands. Allowing the industry to meet modern construction challenges with a skilled, adaptable, and future-ready workforce.
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