Sustainable employability in construction

Sustainable employability in construction is all about keeping employees vital, happy and motivated. The goal is for them to remain healthy, motivated and enjoy working in construction throughout their careers. This will keep them sustainably employable until retirement.

Construction is an industry with unique challenges. Consider physical strain, workplace safety and an aging workforce. As a result, the risk of absenteeism or early disability is higher than in many other industries.

It is therefore essential to invest timely and proactively in the sustainable employability of construction workers. By paying attention to vitality, training, job satisfaction and career development, you encourage employees to remain healthy and motivated. Even towards the end of their careers.

Sustainable employability is not a cost, but a valuable investment. It leads to less absenteeism, higher engagement and better performance in the workplace.

There are many different effective ways to promote sustainable employability in construction. Some key tips include:

1. Focus on prevention and health

Provide good working conditions, safe workplaces and structural health checks. Consider physical load limitation, ergonomic tools and safe work education.

2. Provide opportunities for personal development

Employees who can develop stay motivated and competent longer. For example, employers can offer training and education. They can also give employees the opportunity to take on new tasks and responsibilities.

3. Strengthen engagement and job satisfaction

Employees who feel valued and engaged are more motivated to keep working. You can promote feelings of engagement by involving employees in decision-making and giving them the opportunity to contribute new ideas.

Since 2016, the Collective Labor Agreement for Construction & Infra has included an individual budget for sustainable employability. This budget gives construction employees the opportunity to invest in their own employability. The budget can be spent on leave, money or a combination of both.

The individual budget includes three components:

1. Sustainable employability: to be spent on things that contribute to the employee's health and motivation, such as training, courses or coaching.
2. Days: consists of the above-legal vacation days, short leave and schedule days off.
3. Vacation allowance: the employee is entitled to 8% vacation allowance of the agreed wage or salary.

Employees choose how to use this budget based on what suits their situation.

The CBA Construction & Infra contains several agreements to promote sustainable employability. These include:

• The Sustainable Employability Analysis (DIA).
• Training and education grants
• Time Savings Fund

Despite all initiatives, implementing sustainable employability in the construction industry can be difficult. It requires strategic policy, support from within the organization and knowledge of laws and regulations. paraDIGMA is happy to assist in the successful implementation of sustainable employability. Because of our broad knowledge of implementing sustainable employability in different sectors, we can also help within the construction industry.