In an era when post-secondary education options are more diverse and competitive than ever, the value proposition of traditional apprenticeships — particularly in the construction industry — is under greater scrutiny.

Too few people are pursuing trade careers, and too few of those who start an apprenticeship are following through to completion. With a chronic shortage of tradespeople and fewer young people entering the industry, it’s time for a radical rethink, and all options should be on the table.

Apprenticeships occupy the middle ground between education and employment, offering a mix of classroom instruction and practical, onsite training. For decades, a four-year apprenticeship has been the gold standard for entering many skilled trade occupations, ensuring new workers have the hands-on experience and technical knowledge to perform their jobs safely and effectively.

For many, this hands-on experience is invaluable. New entrants are introduced to the tools of the trade, develop problem-solving skills and, most importantly, learn to navigate the inherent risks associated with construction work.

A workforce shortage

As the construction industry grapples with a workforce shortage, the four-year apprenticeship model has come under question. Could shorter apprenticeships help attract more talent without compromising the quality of training? Or would a reduction in training time simply lead to deskilling and a workforce unprepared for the complexities of modern construction?

HIA’s Trades Report has consistently reported chronic shortages of skilled trades workers for 20 years. The current pipeline of apprentices is simply not enough to meet demand and there’s a growing imbalance in the age profile of the workforce as existing trades workers get older.

This leads to an increasing dependence on skilled migrants to fill gaps. The immigration system, particularly skilled migration, is a political hot potato and should not be relied on to provide the workers that the industry needs.

Given this reality, it’s worth asking whether a shorter, more streamlined apprenticeship could make trade qualifications more appealing to a greater number of people.

The primary advantage of reducing the length of apprenticeships is that it could lower the barrier to entry for young people who are considering a career in the trades but are wary of committing four years to training before becoming fully qualified.

Committing four years to a Certificate 3 trade qualification may not stack up favourably when it takes much less time to complete most other similar qualifications, and most bachelor’s degree qualifications can be completed in three years.

Shorter apprenticeships might be more attractive to those eager to get to work quickly and start earning a full wage sooner.

Apprenticeship time

Reducing the length of apprenticeships could accelerate the rate at which apprentices become fully qualified and help alleviate the industry’s labour shortages more quickly.

A qualification system with shorter apprenticeships could also create a more flexible training system by allowing individuals to gain the core skills needed to perform their jobs and enter the workforce sooner while leaving more specialised skills for later career development or on-the-job training.

Apprenticeships have been a ‘one-size-fits-all’ arrangement, but not all trades are as complex or risky as others. Many trades, particularly those less hazardous, may require less than four years of training.

Trades such as tiling, plastering and painting — while requiring a high degree of skill — don’t typically involve the same safety risks as electrical or plumbing work.

HIA’s Trades Report has consistently identified tilers, plasterers and painters as trades in the most critical shortage. Could a two-year apprenticeship for these trades suffice, offering a solid foundation of skills without the need for such an extended period of training?

The flipside of this argument is the potential risk of ‘deskilling’ the workforce.

One reason the four-year apprenticeship model has stood the test of time is that it ensures a thorough, comprehensive education. Reducing the time spent in training may result in workers who are less prepared to handle the challenges of the job, leading to mistakes, lower quality work and even safety hazards.

Safety protocols

The construction industry is already fraught with risks. Making a case for shorter qualifications for high-risk trades, such as electricians and plumbers (and arguably carpenters), is particularly difficult.

It’s critical that workers in these trades are well-versed not only in the technical aspects of the job but also in safety protocols, codes and regulations that govern the industry. Any reduction in training time for these roles would be highly detrimental to confidence in the industry.

However, could we create a system that ensures competency without requiring four years of training for trades that don’t carry the same level of risk? Shortening apprenticeships doesn’t necessarily mean sacrificing quality, provided the training is still rigorous and includes both classroom instruction and supervised, onsite experience.

One potential solution is a tiered apprenticeship system, where the length of training is adjusted based on the complexity and risks associated with the trade.

High-risk occupations such as electricians and plumbers would maintain their longer apprenticeships, while trades that don’t carry the same level of risk, such as tilers, plasterers and painters, could have shorter, more focused apprenticeships.

This approach could address the specific demands of each trade while also helping to alleviate the labour shortage in those areas where it’s most acute.

It’s also worthwhile investigating the opportunity for accelerated apprenticeship programs to be developed for individuals who demonstrate exceptional aptitude or begin an apprenticeship with relevant prior experience.

While the training system theoretically enables competency-based progression, time-base progression is still the norm. A true competency-based model could attract more motivated, high-calibre candidates eager to enter the workforce quickly without sacrificing the quality of their training.

Shortening the duration of apprenticeships could boost the appeal of trade careers, but it certainly isn’t a silver bullet that will solve the skills shortage. At the heart of the issue is the need for construction trade careers to appeal to more people.

The industry faces a huge challenge in boosting the profile and appeal of trade careers, and it needs to take on this challenge to attract the next generation of workers. The industry can’t continue doing things the same way it has done in the past and expect a different result. We need more unconventional thinking!

First published 10 January 2025