CITB Large Employer Fund: What It Really Means for Large Construction Employers in 2026

Please note: Applications need to be made by 30th June 2026

For large construction employers, the introduction of the CITB Large Employer Fund raises an important question:

Is this just another funding pot – or is it something that needs a more strategic approach?

With up to £18,000 available for the 2026–2027 year, it’s a useful opportunity. But like most CITB funding, the real value doesn’t come from the fund itself – it comes from how you use it.

At Workforce Skills Support (WSS), we’re already seeing a pattern:

Employers who treat this as a “course budget” miss the opportunity.
Employers who treat it as part of a wider training strategy get significantly more value.

What is the CITB Large Employer Fund?

The fund is available to:

• CITB levy-registered employers
• with 250+ employees

It allows eligible businesses to access up to £18,000 towards training, with delivery running through the 2026–2027 funding year.

Unlike other CITB funding routes, this sits as a standalone pot, designed to support larger employers where traditional funding doesn’t fully cover training needs.

The key mistake most employers will make

The biggest mistake we expect to see is simple – treating the fund as a list of courses to spend money on!

This usually leads to:

• reactive bookings
• duplicated training
• no long-term impact on workforce competence

Instead, the fund should be used to answer a much bigger question – Where are the actual gaps in your workforce?

What the CITB Large Employer Fund is actually useful for

The Large Employer Fund is best used for:

• Short-duration training that supports site activity
• Supervisory and leadership development
• Targeted upskilling where risk, compliance, or productivity is impacted

This is where it becomes powerful – not as a generic training budget, but as a tool to fill specific gaps.

Where NVQs and plant training fit in

This is where many employers get confused.

The Large Employer Fund is not designed to replace existing funding routes.

That means:

• NVQs and formal qualifications typically sit under separate CITB grant schemes
• Plant training is often already supported through existing grant funding

In reality, most employers need a combination of:

• funded short course training (Large Employer Fund)
• qualification routes (NVQs)
• plant competence and card progression

The problem isn’t access to training – it’s how these pieces fit together.

Why a joined-up approach matters

This is where we see the biggest difference between employers.

Without a plan:

• training becomes fragmented
• funding is underused or misapplied
• competence gaps remain

With a structured approach:

• training supports real job roles and responsibilities
• funding is maximised across multiple routes
• workforce competence improves in a measurable way

How WSS approaches the Large Employer Fund

At WSS, we don’t treat this as a standalone offer. We help employers:

• map out what training is actually needed
• separate what fits this fund vs other funding routes
• align training with:
  • site requirements
  • supervisory responsibilities
  • compliance expectations
• build a clear, practical training plan

This often includes a mix of:

• short course training (funded through this route where appropriate)
• Construction NVQs
• Plant NVQs
• Core construction training (e.g. Abrasive Wheels)
• Site Safety Plus courses

The opportunity most employers are missing

The real opportunity here isn’t the £18,000. It’s the chance to:

• reset your training structure
• address gaps that have been overlooked
• align training with current expectations around:
  • competence
  • compliance
  • audit readiness

Particularly with increasing focus on Building Safety Act responsibilities, having a clear, structured training plan is becoming essential – not optional.

Don’t just spend it, structure it!

Make the Large Employer Fund work for your business

If you’re a large employer looking to access the CITB Large Employer Fund, the key is not just applying, it’s planning.

At WSS, we’ll help you:

• identify the right training priorities
• structure your plan properly
• align funding with real workforce needs
• and avoid wasting budget on the wrong areas

Speak to Workforce Skills Support today

We are here to answer your questions about the CITB Large Employer Fund

Who can access the CITB Large Employer Fund?

Large CITB levy-registered employers with 250+ employees can apply, subject to meeting levy return and payment requirements.

How much funding is available?

Up to £18,000 per employer for the 2026–2027 funding year.

Can the fund be used for NVQs?

NVQs typically sit under separate CITB funding routes, so they are not usually part of this specific fund — but they are often essential within your wider training plan.

Can the fund be used for plant training?

Plant training is often already supported through existing grant schemes, so it may not fall within this fund. It depends on how your training plan is structured.

What’s the best way to use the fund?

The most effective approach is to use it as part of a joined-up training strategy, rather than booking individual courses in isolation.