Background
The Work and Pensions Committee launched an inquiry into youth employment, education and training to examine why some young people are not in education, employment or training (NEET) and what more Government can do to improve outcomes.
The inquiry sought evidence on the causes and consequences of young people becoming NEET, the effectiveness of existing employment and skills programmes, barriers to apprenticeships and work-based learning, and the role employers can play in supporting young people into sustainable careers. It also explored how support could be better tailored to labour market needs and how Government policy could improve transitions from education into employment.
The FMB's response focuses on the construction industry's skills shortage and the role that small and medium-sized building firms can play in helping more young people into work. Drawing on evidence from employers and the FMB's Build Academy programme, the response highlights the importance of employer-led training, meaningful work experience and sustained employment outcomes rather than short-term participation measures.
Executive summary
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Young people often become NEET because of weak transitions between education and employment, with many completing training without a clear route into work.
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Small building firms are keen to train and employ young people, but need confidence that new entrants are work-ready and able to contribute safely and effectively on site.
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Policy should focus on sustained employment outcomes rather than simply measuring the number of young people who start a programme or training course.
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High apprenticeship dropout rates demonstrate the need for better preparation, support and clearer pathways into employment.
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The FMB's Build Academy programme provides an example of how employer-led training, work placements and ongoing support can bridge the gap between education and employment.
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Work experience should be meaningful, structured and directly linked to employers, helping young people make informed career choices and reducing the risk of early dropout.
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Government should work more closely with employers when designing skills and employment programmes, ensuring training reflects the realities of the workplace and labour market demand.
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Reducing risk and administrative burdens for SMEs would encourage more firms to invest in apprenticeships, training and employment opportunities for young people.
