What Tradespeople Really Want From Employers in 2025

The construction industry in 2025 isn’t what it used to be and if you're still hiring like it's a decade ago, you're losing good people. From fair pay and career progression to mental health support and modern tech, today's skilled tradespeople want more than a paycheck. In this article, I break down the real priorities of UK and US construction workers, and what employers can do to meet them head-on. This isn’t about trends; it’s about building a workforce that stays.

What’s Really Going On in 2025 (And Why You Might Be Losing Good People)

Let’s have it, construction’s evolving on both sides of the pond. Whether you’re running a site in Leeds or managing crews in Dallas, one thing’s clear: the old rules of hiring and keeping tradespeople just don’t cut it in 2025.

I talk to workers in both the UK and US every single week, from dryliners in Birmingham to concrete finishers in Florida and the message is the same: pay matters, but so does respect, safety, and a career that goes somewhere.



So, if you’re an employer wondering why you’re struggling to fill roles or losing good people faster than you can pour a slab, listen up. Here’s what tradespeople actually want in 2025 and what you can do about it.

Competitive Pay That Reflects Real-World Skills

Let’s not sugar-coat it. Skilled tradespeople are leaving jobs for as little as $1–2/hour (£1–2/hour in the UK), not because they’re greedy but because they feel undervalued.

Wages are getting squeezed by inflation on both sides of the Atlantic. If you’re not staying competitive, someone else will.



Use regionally accurate salary guides like our UK Construction Salary Guide or Just Construction’s US Construction Pay Guide to make sure your pay rates are actually attractive.

Career Progression That Isn’t Just Lip Service

Tradespeople don’t want a token promotion or a vague “growth plan.” They want proper upskilling, certifications that matter, and clear steps toward becoming a foreman, project manager, or even business owner one day.

This applies whether your team’s working union jobs in New York or non-union sites in Manchester.

Employers can tap into CITB training funds (UK) or partner with NACTEL or NCCER (US) to build structured, supported pathways for growth.

Safety and Respect on Every Jobsite

Here’s a truth bomb: workers are sick of being treated like tools instead of people.
We’re talking about PPE that fits, safety protocols that aren’t just written for the clipboard, and supervisors who lead instead of shout.

But there’s more, mental health is a growing concern across the industry. In the US, construction has one of the highest suicide rates by occupation. In the UK, it’s not much better. The stigma is breaking, but not fast enough.

If you’re not already connected with the Lighthouse Construction Industry Charity (UK) or the Construction Industry Alliance for Suicide Prevention (US), now’s the time.

Flexibility That Reflects Real Life

No, your crew isn’t asking to work from their sofa, but if someone’s kids got a school play at 2 PM, can they make up hours later? Can they do four 10-hour shifts instead of five 8s?

Flexibility looks different on a jobsite, but it is possible, and in both the UK and US, younger workers expect it.

Check out Build UK’s flexible working toolkit or read up on how US construction firms are adapting hours post-COVID to build smarter, not harder.

Tech That Actually Helps, Not Hinders

You’d think in 2025 we’d all be past the paper timesheets and "whiteboard scheduling,” but here we are.

Workers want tools that make life easier. Clocking in digitally, accessing site drawings on their phones, clear materials lists. Whether it's Fieldwire in the States or Procore’s UK suite, the tools are out there, if you’re willing to invest.

Modern tech equals faster work, fewer headaches, and - surprise, surprise - happier crews.

Straight Talk from Management

Your team doesn’t want a weekly email full of fluff. They want updates, feedback, and decisions delivered straight and preferably not shouted across a site with a half-eaten sausage roll in hand.

This goes for both UK and US sites: leadership matters. It’s not about being “mates” with everyone, it’s about being human, honest, and available when it counts.

So, What’s the Big Ask?

In a word? Respect.

Tradespeople in 2025 want to know they’re not just a number. That their time, skill, and safety matter. That they’ve got a future with you, not just a paycheque.

If you can offer that, you’ll build a team that sticks and save yourself a boatload of money in rehiring costs.