CITB’s grants and funding model changed from 8 January 2026, driven by demand rising faster than levy income. The key point for employers is operational: the same training may still be supportable, but the route, evidence, and employer contribution rules are changing. 

For London contractors, this matters because short-course compliance training, supervisor upskilling and card-linked requirements sit right on the critical path of mobilisation. If you miss the transition rules, you don’t just lose subsidy, you create delays, unplanned cost and site readiness gaps.

Why CITB changed the model

CITB states demand for support has increased materially in recent years without a levy rate rise, creating a sustainability issue if funding rates remain unchanged. The changes are described as permanent, with allocation changing rather than total long-term investment intentions. 

What is NOT changing

Apprenticeship grants remain unchanged.  The existing 52-week claim window remains in place for training that is still grant-eligible. 

What IS changing from 8 January 2026

Short course support is being rerouted (practically: how you book now determines support)

CITB’s position is that many short courses will still be supported, but funded differently (more via Employer Networks rather than triggering a traditional grant payment route). 

First aid funding logic is explicit

CITB’s rationale is that first aid is mandatory and must happen regardless of subsidy, so they prioritise funding towards entry, upskilling and productivity-related training. 

Employer Networks become the gate for a wider range of training

CITB confirms some training previously treated as short course may still be supported via Employer Networks if it is construction-specific or clearly contributes to construction productivity/efficiency and that manual handling is, at present, fundable via Employer Networks if it meets scope. 

The transition rules that will catch employers out

These are the tripwires that matter for site delivery.

If you booked training expecting the old support rate

CITB states that Employer Networks bookings made before the 8 December 2025 announcement will be honoured at existing rates and anything booked after 8 December but completed before 7 January is honoured at current rates. 

If you have already booked training but delivery is after 8 January

CITB’s transition position is evidence-driven: employers may need to evidence bookings to secure the earlier grant rate where applicable. 

Large employers: the hard deadline is 31 March 2026

For large employers using Employer Networks support, CITB’s rule is simple:

Training must be completed by 31 March 2026 (not merely booked). 

CITB indicates a new large employer offer goes live from 1 April 2026 and large employers will access support primarily through that mechanism going forward (with Grants Scheme exceptions where relevant). 

What this means for London site mobilisation

London projects are disproportionately exposed to training friction because labour is mobile, programmes are compressed and many packages are compliance-gated (cards, inductions, supervisors, plant ops, temporary works culture, logistics interfaces).

Operationally, these changes create three predictable failure modes:

Booked but not evidenced

Training happens, but subsidy fails because the admin trail doesn’t meet the new requirement pattern.

Wrong route

Teams book directly with a provider expecting an automatic grant trigger when the support expectation is now via Employer Networks (or the course is no longer grant-triggering in the same way). 

Large employer completion miss

A big contractor books late Q1 delivery that falls after 31 March and then discovers it won’t be supported via Employer Networks. 

The bigger signal

CITB is effectively pushing the system toward targeted, controlled funding allocation rather than open-ended grant intensity. For contractors, that means training strategy becomes a real management function: sequencing, evidence, booking routes and aligning training to productivity and demonstrable construction outcomes. 

If you run a London programme, the winning approach is simple: lock your training plan early, prove bookings cleanly and don’t leave Q1 compliance training to late March.

Image © London Construction Magazine Limited

Expert Verification & Authorship: Mihai Chelmus Founder, London Construction Magazine | Construction Testing & Investigation Specialist