What lessons can we learn from 2025, as it relates to the construction worker shortage? And how can we use this information to prepare for 2026? These are the questions we are going to answer in today’s blog.
The labor challenges facing construction are well documented and as we close out 2025, they remain front and center. Across the United States, demand for labor continues to outpace supply in nearly every region and trade.
According to estimates from ABC (Associated Builders and Contractors) earlier this year, the construction industry needs hundreds of thousands of new workers just to keep pace with projected demand, even before factoring in an uptick in recovery work from wildfires, hurricanes, and other recent disasters.
The data shows the construction industry needs 439,000 new workers on top of the normal pace of hiring in 2025, and the construction industry is additionally projected to need 499,000 new workers in 2026. Yikes.
These figures underline a persistent problem in the construction industry, and one that will shape how employers recruit, train, and retain talent in the coming year.
What to Do in 2026
To prepare for 2026, construction industry leaders are focusing on three major fronts:
Inspiring the youth: Encouraging exploration of construction careers before high school—starting in elementary and middle schools—can plant the seeds for future workers. This is often where the efforts must begin.
Leveraging technology: Emerging technology—including augmented reality tools that support safety and training—can serve many purposes. It can make the jobsite more efficient, and it can attract younger workers and support safer, more efficient construction jobsites. It’s ultimately a win-win-win for construction.
Improving work culture: Competitive pay, benefits, and a culture of safety are essential to retention. Recent collaborative safety programs show how education and training can make jobsites safer and more appealing.
The construction worker shortage isn’t going to be resolved overnight, but it is solvable if we all work together toward the same goals. By investing in workforce development, adapting technology, and creating environments where people feel safe and valued, companies can fill positions by building resilient talent pipelines through 2026 and beyond. What is your construction company planning to do in 2026 to address workforce trends?
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