Continued investment and commitment to innovation will drive competition for skilled professionals across the UK highways sector
This continued investment and commitment to innovation will drive competition for skilled professionals across the UK highways sector.
Between 1.5m to 1.9m workers (c.5% of the total UK workforce) were engaged in the Highways & Transportation sector in 2023, according to research by the Chartered Institute of Highways & Transportation (CIHT). They also estimated that between 53,000 and 223,000 additional workers may be required by 2028 – purely to meet anticipated sectoral expansion (and excluding churn).*
Highways & Transportation sector workforce composition
Frontline operatives 39%
Professional services/design/project management 32%
Senior management, enabling functions, contract and account management and customer service 29%
Source: CIHT, Highways and transportation sector UK Employment trends and workforce make-up
Frontline operative (e.g. traffic management maintenance gang, banksman, road marking, plant operator, sign installation)
Professional services/design/project management (e.g. asset management, operations manager, technical support manager, engineer, transport planner, quantity surveyor, site manager, carbon/climate/environmentalist, digital manager, safety, quality assurance, performance, innovation, professor, lecturer, researcher)
Some of the other key findings of the CIHT’s research included:
44% of employers reported frontline operative roles were hard to fill: 37% reported that professional services/design project management roles presented recruitment challenges.
Larger companies typically found it harder to fill roles than smaller organisations
Annual staff turnover was highest for frontline operatives in the private sector and professional services in the public sector
…of employers reported frontline operative roles were hard to fill
…reported that professional services/design project management roles presented recruitment challenges
…employers/respondents stated that salary levels impact recruitment and retention for professional services, design, and project management roles
…and one third said likewise for senior management positions
Two in five employers/ respondents (42%) stated that salary levels impact recruitment and retention for professional services, design, and project management roles, and one third (35%) said likewise for senior management positions
Academic and public sectors struggled to match the more competitive salaries offered by private organisations - impacting recruitment and retention - although the private sector still experienced recruitment and retention challenges linked to salary levels, albeit to a lesser extent
Survey respondents were optimistic they would continue to grow over the next five years (through to 2028), although there were variable confidence levels in the stability of the sector, with some interviewees raising concerns about perceived under-investment, an aging workforce and rising costs.
Concerns over under-investment will subsequently not have been helped by the 1-year delay in the Road Investment Strategy 3 (RIS3), requiring an interim 1-year settlement for 2025-26. Commenting on the news of a 5-year funding commitment commencing in 2026, Sam White, Director of Highways at Matchtech now anticipates a sustained period of recruitment demand.
“The confirmation of the full five-year RIS3, set to commence from 2026 to 2031, coupled with an interim arrangement for 2025-26, provides a positive long-term outlook for the UK highways sector. This commitment is likely to boost confidence in the recruitment market, as continued investment ensures stability and sustained demand for skilled professionals in project delivery, maintenance, and operations.
In the short term, however, a downturn in major project backing is expected to dampen demand for candidates with major project experience. Instead, maintenance, asset management, and sustainable travel projects are anticipated to comprise a larger portion of the sector's project portfolio. Despite this shift, as funding from RIS3 comes into effect, momentum in major projects is likely to pick up once again.
Overall, the recruitment market can expect sustained opportunities, particularly as National Highways continues to prioritise long-term safety, renewals, operational improvements, and innovation across UK roads. Furthermore, the ongoing push for innovation, sustainability, and digital transformation continues to strengthen the sector’s outlook, presenting continued opportunities for growth and development across the UK.”
Sam White, Director of Highways at Matchtech
Sam White, Director of Highways
A glance back into 2024 Matchtech data highlights interesting trends within Highways Engineering:
Permanent Salaries: highways engineering salaries increased – typically by between 5-7% year-on-year - with the median salary for highways engineering professionals reaching £42,900 as of December 2024 (an increase of 6% from 2023).
This growth is attributed to the ongoing demand for experienced highways and transportation professionals, driven by major infrastructure projects and continued investment in the UK’s road network.
Permanent Highway Engineering salaries YoY
Contract Highway Engineering wages YoY
Contract wages: contractor rates have also risen, with hourly rates increasing by c.4-6% annually.
Interestingly, roles such as highway design engineers, bridge/structures engineers, drainage engineers, and project managers working on highway schemes have experienced some of the highest growth, reflecting strong demand for specialised expertise.
Regional Trends: London, Bristol, and Birmingham - along with other key infrastructure hubs - continue to offer the most competitive salaries. Additional high demand in the Southeast and Midlands, coupled with a shortage of skilled professionals, is driving further salary growth in these regions.
In summary, the UK highways sector is entering a period of profound transformation, with technological innovations, sustainability efforts and collaborative partnerships all playing a critical role in building a road network that will meet future challenges. These, in turn, will evolve skills demand and earnings potential within the highways sector.
Key takeaways and recommendations:
Around 5% of the UK workforce is engaged in the Highways & Transportation sector, comprising a significant 1.5-1.9 million workers.
With the confirmation of the full five-year RIS3 funding set to begin in 2026 through to 2031, alongside an interim arrangement for 2025-26, the outlook for the UK highways sector remains strong. This positive shift is expected to enhance confidence in the recruitment market.
The sector is also undergoing a profound transformation, driven by technological innovations, sustainability initiatives, and collaborative partnerships that aim to build a road network fit for future demands. These changes will inevitably shape the skills required and impact earning potential in the coming years.
Recommendation:
To capitalise on these opportunities and stay ahead of the curve, organisations within the highways sector should consider investing in training and upskilling their workforce to align with these evolving demands. Fostering an inclusive and adaptable workforce will be key to successfully navigating this period of transformation and ensuring long-term success.
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