Within ten years, an estimated one in three skilled workers in the Swedish construction sector will retire. The knowledge they carry – about materials, methods and professional culture – cannot be replaced by a textbook. It's passed on at the workplace, often during internships. The generational shift makes APL and apprenticeship training more important than ever.
The generational shift in construction means a large proportion of experienced skilled workers leave the industry during a short period, while demand for construction competence remains high. Internships during education are the primary mechanism for transferring competence from one generation to the next.
The numbers#
According to Boverket and Byggföretagen:
- The construction sector employs approximately 350,000 people in Sweden
- 30–35% are over 55 years old
- Recruitment needs are 50,000+ by 2030
- The upper secondary Building and Construction Programme graduates about 3,000 students per year
- Higher vocational programs in construction add another 1,500–2,000 per year
The gap is clear. And it can't be solved solely through more education places – it requires that those being educated actually learn the trade. That happens during internships.
Why internships are key to knowledge transfer#
Tacit knowledge#
Much of what makes a carpenter, bricklayer or sheet metal worker competent isn't in books. It's about:
- feel for materials
- judgment of weather and conditions
- ability to solve problems in real time
- professional culture and norms
That knowledge is transferred by working side by side, day after day. APL and apprenticeship periods create that contact surface.
Professional identity#
Research on vocational learning shows that professional identity – seeing yourself as, for example, a carpenter – develops primarily at the workplace, not at school. The internship is where the student begins to feel like part of the industry.
Recruitment#
Most construction companies recruit their future employees through internships. A student who is skilled and reliable during the APL period is often offered summer work and then employment. That channel is hard to replace.
The challenges#
Supervisor shortage#
The experienced workers who are about to retire are often the same people who supervise interns. When they leave, both the professional competence and the supervisory competence disappear.
Time pressure#
Construction sites are driven by timelines and budgets. Supervision takes time – and it can be hard to justify that cost on a pressured project.
Attractiveness#
Fewer young people apply to the Building and Construction Programme compared to the 2010s. The industry competes with IT, media and other professions perceived as more modern.
Geographic inequality#
In cities there are more projects but also more students. In rural areas there are fewer of both – but the shortage of skilled workers can be even greater.
What the industry is doing#
Byggföretagen runs campaigns to increase interest among young people and improve APL quality. They offer supervisor training and industry validation.
Municipalities invest in apprenticeship programs and regional collaborations between schools and construction companies.
Trade unions like Byggnads emphasize the importance of safe working conditions for young workers and apprentices.
What schools can do#
- Invest in strong advisory boards with local construction companies
- Offer supervisor training to all host workplaces
- Plan APL periods to match project cycles
- Follow up on students actively during the internship
- Invest in the relationship with supervisors who will soon retire – document their knowledge
What companies can do#
- Designate future supervisors among middle-aged workers – start the knowledge transfer now
- Create an internal structure for hosting interns every term
- See internships as investment, not charity
- Collaborate with schools on joint recruitment planning
Frequently asked questions#
How great is the recruitment need in construction?#
Boverket estimates 50,000+ new skilled workers are needed by 2030. The figure may be higher depending on the pace of infrastructure development.
Can technological development reduce the need?#
Partly. Prefabrication, digitalization and automation change parts of the work, but the craft remains. Carpenters, electricians and HVAC installers are still needed.
How long does it take to become a skilled construction worker?#
Three years in upper secondary school plus an apprenticeship period (at least 6,800 hours in certain trades) to become a fully paid skilled worker.
What happens if the generational shift fails?#
A shortage of skilled workers leads to delayed construction, higher costs and lower quality. It affects all of society's infrastructure.
Does immigration play a role in skills supply?#
Yes. Many newcomers have construction experience but need validation and language skills. Internships can be a bridge.
Conclusion#
The generational shift in construction is not a future risk – it's happening now. Every experienced carpenter who retires without passing on their knowledge to a student is a loss that can't be repaired. Internships, APL and apprenticeship training are the tools we have. The question is whether we use them well enough.
Sources#
- Boverket – forecast for labor needs in the construction sector, 2025
- Byggföretagen – skills supply report 2025
- Byggnads – report on young people in construction
- SCB – occupational register and demographic forecast
