While semigration and ageing workforces put pressure on South Africa’s building sector, industry-led training interventions in the Western Cape offer a glimmer of hope.

Industry Faces Severe Skilled Labour Shortage

A severe shortage of skilled labour is undermining construction across Africa, with South Africa among the hardest hit. In a 2024 report, the International Labour Organization (ILO) identified the skills gap as a major contributor to substandard construction work and escalating project costs.

Construction Delays and Rising Costs

This shortage impacts the entire construction value chain—from design and build to maintenance. Contractors are increasingly forced to redo subpar work, driving up costs and delaying project completion.

Western Cape’s Labour Crisis

In South Africa, the problem is especially acute in the Western Cape, where rapid urban growth and semigration have increased the demand for housing and infrastructure. This has pushed up property prices and strained regional resources, including the pool of skilled workers.

An Ageing Workforce and Skills Drain

John Matthews, CEO of Garden Cities and a key member (past president and current EXCO) of the Master Builders Association Western Cape (MBAWC), says the region’s skilled labour shortage is critical. “The average age of skilled artisans in the Western Cape is 57, with few new entrants and limited skills transfer from those exiting the industry,” he explains. “As a result, newly qualified artisans are often placed in supervisory roles before they’re ready – simply because no one else has the required experience. This lack of skilled labour also forces some employers to rely on semi-skilled workers, which brings further challenges in terms of quality and safety.”

Systemic Issues Undermine Workforce Development

Several systemic issues compound the problem:

• There is a lack of vocational training institutions and ineffective agencies, such as CETA, that fail to support industry needs.
• A short-term focus among businesses that prioritise immediate needs over the long-term development of their workforce.
• The industry lacks structured succession planning and workforce development strategies.

Wages, Education Costs, and Youth Perception

According to Chandré Abrahams, Chairperson of the MBAWC Marketing Committee, the sector faces low wages, high education costs, and poor perceptions among youth. “Despite high demand, construction wages remain low, leading skilled workers to seek better-paying jobs elsewhere,” he says.

Misplaced Focus on University Degrees

He adds that the overemphasis on university degrees – often at the expense of vocational qualifications – has created a workforce rich in theory but lacking practical expertise. This knowledge gap contributes to poor workmanship, cost overruns, and project delays.

Urgent Need for Long-Term Commitment

These challenges demand long-term commitment from all stakeholders. “Industry leaders must invest in training, improve wages, create better pathways into the sector, and change the narrative around construction careers,” says Abrahams.

A Continent-Wide Challenge

While the Western Cape offers a case study in crisis and innovation, the skilled labour shortage is not confined to South Africa. In Kenya, for instance, a youthful population has not translated into a skilled construction workforce, with many relying on informal and unstructured apprenticeships. Rapid urbanisation has outpaced training efforts in Nigeria, and security concerns continue to disrupt workforce stability. Across many countries, labour rigidity – often linked to outdated policies or strong union influence – prevents timely adaptation to changing market needs.

Proposed Solutions and Public-Private Collaboration

Proposed solutions include greater collaboration between the government and the private sector to expand Technical and Vocational Education and Training (TVET) programmes and create community-based, on-site training opportunities. Providing financial support to students and apprentices – through bursaries and incentives – can also help build a stronger talent pipeline. Public-private partnerships remain key to modernising and scaling up training institutions.

Action Steps to Address the Skills Gap

Some actions to be implemented:

• Provide funding and incentives for colleges to upgrade facilities and train instructors in the latest construction technologies.
• Launch apprenticeship and internship programs with guaranteed job placements.
• Run awareness campaigns in schools and communities to change perceptions of construction work as low-skill or undesirable.
• Highlight success stories of local professionals and entrepreneurs in the industry.
• Work with career guidance counsellors to present construction careers as valuable and dynamic.

Innovation and Automation: A Double-Edged Sword

New technologies such as automation, Building Information Modelling (BIM), and modular construction have the potential to reduce manual labour demands. However, uptake remains limited due to cost concerns and clients’ reluctance to invest in innovation.

South Africa’s high unemployment rate further complicates the issue, as reducing labour through automation clashes with national job creation goals. “The solution isn’t to replace people – it’s to upskill them,” says Abrahams. “Workers must be trained to operate and manage new technologies, improving productivity without sacrificing jobs.”

MBAWC’s Proactive Training Initiatives

The MBAWC has taken a proactive approach. Its initiatives include free short courses, a part-time ‘Site Foreman and Supervisor’ programme, and an ‘Entrepreneurship for Contractors Development Programme’. The MBAWC also offers the ‘Master Builders Association Development Trust Bursary’, which supports students in civil engineering, construction, and quantity surveying disciplines.

A Replicable Model for Other Regions

This model is proving effective – and replicable. “Kenya, Nigeria, and other provinces in South Africa could benefit from similar training-driven approaches, provided there is adequate funding, policy support, and industry participation,” says Abrahams.

The Need for Regulatory Reform and Long-Term Vision

However, one of the biggest obstacles remains the lengthy regulatory approval process for construction projects. “Streamlining these approvals would allow hiring to begin sooner, accelerating economic activity and workforce absorption,” adds Matthews. “Success in overcoming the labour shortage will depend on a long-term vision, sustained investment, and alignment between employers, financiers, and training institutions. With that commitment, Africa’s construction sector can rebuild its labour pipeline and future.”