CITB’s funding system changed in 2026. Most short courses no longer get a traditional grant, and Employer Networks are now the main route to training support. This guide explains what Employer Networks are, why CITB made the change, how much funding you can expect and how to apply.
If you last claimed a CITB grant a couple of years ago, the process you remember no longer exists for most courses. During 2026 CITB rebuilt how it funds training, and Employer Networks moved to the centre. Here is what they are, what changed and what to do about it.
Employer Networks are a CITB-funded initiative that helps local construction employers find and fund training. You are supported by a local CITB adviser, and training is booked through the Employer Network Booking Team. Only training booked through that team is eligible for Employer Network funding.
CITB announced the changes in December 2025. It said it had supported 36% more unique employers over the previous four years, while the levy rate had not risen. At current levels, demand for support would soon exceed levy income, so the way funding is distributed had to change. CITB also acknowledged that it had planned a more gradual transition and apologised for the short notice.
| Date | Change |
|---|---|
| 8 Jan. 2026 | The short course training grant was removed, apart from plant operations, scaffolding and some specialist courses. Employer Networks became the main route, at 50% match funding. Attendance grants for long qualifications were stopped. |
| Feb. 2026 | CITB paused new Employer Network bookings for training up to 31 March, because the year’s budget was fully committed. |
| 1 April 2026 | New funding rules for 2026-27 began, with caps by business size. Large employers moved to a separate fund. |
Bookings made before 8 December 2025 and completed by 31 March 2026 were honoured at the old grant rates, provided the employer could show evidence of the booking date.
For the 2026-27 financial year, Employer Networks have a budget of £11.5 million and are open to micro, small and medium employers, meaning those with 1 to 249 employees. Support is either 50% match funding or a fixed contribution for health and safety courses, and annual caps apply by business size. Micro employers (1 to 9 employees) can claim up to £1,500 a year, and small employers (10 to 49 employees) up to £2,000.
Two points matter for planning. First, funding is limited by an annual budget and is not guaranteed. Second, it can only be paid once for the same training, so you cannot claim it elsewhere as well.
From April 2026, employers with 250 or more employees can no longer use Employer Networks. They can instead apply to a Large Employer Fund worth £18,000 a year for in-scope training, paid against an approved training plan or evidence that training took place. CITB describes it as an interim arrangement while it develops longer-term support.
Not everything moved. Plant operations, scaffolding and some specialist courses still attract grants. Achievement grants for qualifications continue at a flat £600 for non-apprentices, and apprenticeship support was not changed. First Aid training is not funded through Employer Networks.
The changes have drawn criticism. The Federation of Master Builders and others have pointed to short notice, and the Finishes and Interiors Sector raised concerns about caps being linked to employee numbers while levy contributions also depend on CIS workers. CITB’s position is that the levy cannot cover the demand without changing how funding is allocated.
If you or your team need SSSTS, SMSTS or refresher courses, speak to your CITB adviser early, confirm what is eligible and budget as if funding may be partial. Also keep track of certificate expiry dates, so renewals can be planned and booked in good time. That kind of tracking is a task a tool such as KaelSite can handle for you.
Funding rules change. Always confirm current details on CITB’s website or with your local adviser.
KaelSite
Comments (0)
Add a Comment
No comments yet. Be the first to comment!