# Ex-forces into construction, the pathway explained
Here's the honest version: construction loves ex-forces because you turn up, crack on and don't flap under pressure, but it's still a new game, with new tickets, new BS and a lot less structure than you're used to. The trick is using the military support that exists (BuildForce, CTP, CITB, ELCAS) so you're not starting from zero.
Quick rule of thumb: your discipline, reliability and calm under pressure are big pluses: but you still need to tick the industry cards and quals boxes, and treat your first 6–12 months as training on the civilian system, not just a job.
1. The main route in: BuildForce
BuildForce is the big one, a construction-specific charity set up to move service leavers and veterans into the industry.
What they actually do:
- 1-to-1 mentoring by people already in construction · they help you work out where you fit (management, logistics, engineering, plant, trades, FM).
- Career chats, site visits and work placements with major contractors and clients, so you can try roles before you commit.
- Help with CVs, translating military skills, interview prep and networking.
- Wrap-around support including mental health and after-care, recognising that transition is a head-game as much as a job hunt.
CITB's funded BuildForce project aimed to train/upskill 300 ex-military, move 50 into sustained employment and sign 30 up to progression programmes, and they hit or got close to those numbers.
Bottom line: if you're ex-forces and serious about construction, register with BuildForce first and let them help you map a route.
2. CTP, CITB and ELCAS, funding and formal support
Career Transition Partnership (CTP)
CTP is the MOD's official resettlement service. For construction-bound leavers they can:
- Help you identify transferable skills and realistic roles · for example, from REME to site engineer/plant, from RAF logistics to construction logistics/PM, from infantry NCO to site supervisor.
- Line you up with sector-specific courses and job fairs, including construction and facilities management.
CITB ex-forces projects
CITB has funded projects specifically for veterans, like Project RECCE and BuildForce:
- Project RECCE: 12-person veteran cohorts, delivering CSCS card, employability training and construction insight. Target outcomes: 216 starts, 130 completions, 65 (30%) into sustained jobs, 22 into further education.
- CITB also funds NVQs and short courses that ex-forces can hook into · especially plant, supervision and site safety.
ELCAS (Enhanced Learning Credits)
You can usually use ELCAS to part-fund:
- Site safety courses (for example, SMSTS/SSSTS equivalents where eligible).
- Level 3+ qualifications · for example, NVQ diplomas in Construction & Civil Engineering Operations or similar, which underpin higher-level CSCS cards.
The catch: ELCAS only funds approved courses at Level 3 and above, so they're best used for management/technical qualifications, not basic tickets.
3. What transfers from the military, and what doesn't
Strong transfers
- Leadership and small-team management · perfect for section commander → site supervisor / foreman / assistant site manager.
- Engineering and technical trades · REME, Royal Engineers, RAF tech trades often map into site engineer, civil engineering ops, plant maintenance, steelwork, utilities, M&E.
- Logistics and planning · RLC, RAF movers, Navy logistics map well into construction logistics, planning and project controls.
- Comms, signals, IT · can feed into BIM, digital engineering and construction IT roles.
Industry bodies like CIOB recognise specific military qualifications (for example, HNC Clerk of Works, Design Draughtsman etc.) as routes towards chartered construction management.
Things that do NOT transfer automatically
- CSCS cards and trade tickets · everyone still needs the CITB HS&E test and the right CSCS card for the role (labourer, skilled, supervisor, manager). There's no blanket ex-forces exemption.
- UK civilian licences · for plant, LGV, telehandlers, cranes, you often need CPCS/NPORS or equivalent, even if you drove or operated heavier kit in service.
- Pay and structure expectations · construction can be chaotic: late changes, flaky clients, CIS tax, travel, self-employment. You lose the guaranteed wage and predictable promotion ladder of the military.
4. CSCS and entry steps for ex-forces
CSCS treat you like any other applicant, but some paths are smoother because of your background:
Starting on the tools or as a labourer
- Do the CITB HS&E Operatives test, then get a Labourer (Green) card via a short health & safety qualification.
If you've got NVQs, HNCs or tech quals from the forces
- You may qualify straight away for Skilled Worker (Blue), Supervisory (Gold) or Manager (Black) cards · if your qual, or a mapped civilian equivalent, is on CSCS's list.
BuildForce and CTP can help you map your military qualifications to the right CSCS route, and point you at bridging courses if there's a gap.
5. Employers who actively want you
Plenty of big names now push veteran recruitment as part of their skills and social value plans:
- Companies like Kier, Morgan Sindall, Balfour Beatty, Amey and others work with BuildForce and veterans' programmes to offer insight days, mentoring, guaranteed interview schemes and targeted vacancies for service leavers.
- The Top 50 Employers of Veterans list includes major contractors and infrastructure firms who've signed the Armed Forces Covenant and have internal veterans' networks.
This matters because these employers already "get" the military mindset and are more likely to give you a fair shot at roles above entry-level.
6. Reality of the transition, what ex-forces say is hardest
From BuildForce, CTP and veteran feedback, a few themes come up again and again:
- Losing the structure · in the forces, your day, kit, career path are laid out. On site, especially self-employed, it's on you to find work, chase money, sort tax.
- Rank doesn't follow you · an ex-Sergeant may still need to start as an assistant or trainee while you learn the civilian side, even though your leadership skills are sharp.
- Pay swings and tax · CIS deductions, unpaid downtime, 60–90 day payment terms if you go self-employed. This blindsides a lot of leavers used to stable MOD pay.
- Culture shift · banter and pressure are familiar, but decision-making can feel messy and some sites are less tight on discipline and standards than you'd like.
What helps
- Having a mentor who's already made the jump.
- Treating your first 6–12 months as training on the civilian system, not just a job · learning the cards, contracts, and how money and careers actually move in construction.
What to do next
- Register with BuildForce · buildforce.org.uk · even if you're still serving. They'll help you map your skills to construction roles and connect you with employers and mentoring.
- Talk to CTP about your resettlement package and what construction-specific courses or placements they can set up.
- Check ELCAS eligibility · if you've got credits left, use them for Level 3+ qualifications that'll unlock higher CSCS cards and better roles.
- Book the CITB HS&E test · about £22.50, and it's the gateway to your first CSCS card. You can do this before you leave service.
Sources
- BuildForce programme data · CITB-funded project targeting 300 ex-military trained/upskilled, 50 into sustained employment, 30 into progression programmes.
- CITB Project RECCE · 12-person veteran cohorts delivering CSCS, employability training and construction insight.
- CTP resettlement guidance · transferable skills mapping, sector-specific courses and job fairs.
- ELCAS scheme rules · Enhanced Learning Credits for Level 3+ approved courses.
- CIOB recognition of military qualifications · HNC Clerk of Works, Design Draughtsman etc. mapped to chartered routes.
- CSCS card categories · qualification requirements for Green, Blue, Gold and Black cards.
- Armed Forces Covenant · employer commitments to fair treatment and support for veterans.
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