Celebrating National Apprenticeship Week 2026

National Apprenticeship Week (NAW) 2026 is a week-long celebration during 9-16 February that highlights the boundless possibilities that can stem from apprenticeships.

FIS is committed to promoting the week and assisting all FIS members in their efforts to do the same. This year’s theme, “Skills for Life,” is a perfect opportunity to showcase the exceptional work done by our sector in training the next generation.

“Apprenticeships are a powerful tool for connecting people to meaningful careers and helping employers meet workforce demands,” said Beena Nana, FIS Head of Skills. “National Apprenticeship Week 2026 gives the sector the opportunity to celebrate our apprentices and encourage more individuals and businesses to explore apprenticeship as a pathway to success.”

The week will focus on the benefits apprenticeships can have on individuals, businesses, and local communities. We are calling on employers, training providers, individuals and communities to get involved by encouraging everyone to consider how apprenticeships can help to provide #SkillsForLife.

From virtual career fairs, myth busting talks, graduation ceremonies through to factory tours, the week has something for everyone. You will hear personal stories from apprentices and employers about their own journeys and experiences and why apprenticeships provide #SkillsForLife. We are keen to celebrate the diversity and value that apprenticeships bring to employers, apprentices and communities across England.

To support National Apprenticeship Week 2026 individuals, employers, training providers and communities can get involved by encouraging everyone to consider how apprenticeships can help build #SkillsforLife. A toolkit is available to support the apprenticeship community with planning their activity for the week.

You can keep up to date with National Apprenticeship Week updates by following Apprenticeships on LinkedIn and use the hashtags #NAW2026 and #SkillsForLife on social media activity.

To find out more about apprenticeships, visit: www.apprenticeships.gov.uk and for more information on National Apprenticeship Week visit https://naw.appawards.co.uk/

Collaborative Reporting for Safer Structures UK (CROSS) has published two new reports highlighting implementation failures associated with internal passive fire protection elements. The reports provide valuable insight into how fire safety measures can be compromised on site, often through overlooked, misunderstood, or novel points of failure.

The publications focus on:

• The use of self-drilling screws in the installation of fire dampers
• Fire compartmentation and structural integrity concerns

Both reports include expert panel commentary and are designed to help professionals across the built environment learn from real-world issues and improve future practice. FIS encourages members to review the findings carefully and consider how the lessons apply to their own projects.

CROSS operates as a confidential reporting system, enabling individuals working in the built environment to report fire and structural safety concerns anonymously. The aim is to share lessons learned, drive positive change, and raise safety standards across the industry.

FIS members are welcome to submit reports directly to CROSS. Alternatively, members who wish to discuss concerns in confidence, or who are unsure how to act, are encouraged to contact the FIS technical team for guidance and support.

Read the full reports:

• Use of self-drilling screws in the installation of fire dampers | CROSS
• Fire compartmentation and structural integrity concerns | CROSS

FIS maintains a list of critical safety alerts from CROSS and issued directly through FIS that are relevant to our community through our Building Safety Toolkit here.

Citation has shared an important legal update for employers following confirmation that the Employment Rights Bill has now passed through Parliament and becomes law on 18 December, formally enacted as the Employment Rights Act.

The Act represents the most significant overhaul of employment law in Britain in over 30 years (excluding Northern Ireland). While the legislation is now in force, the majority of changes will be introduced in phases from April 2026 through to 2027, following a series of government consultations and secondary legislation.

A Brief Overview

Originally introduced as a 158-page Bill, the legislation expanded to more than 330 pages during its passage through Parliament, proposing over 30 employment law reforms. Following extensive debate between the House of Commons and House of Lords, a final agreed version was approved this week.

Although the Act is now law, its provisions will not take effect immediately. The Government is running at least 26 consultations to finalise how employers will need to comply, with implementation staggered over the next two years.

Key Areas Employers Should Be Aware Of

Citation has highlighted three areas that are likely to have the most direct impact on employers’ costs and day-to-day operations.

Statutory Sick Pay – Changes from April 2026

The current three waiting days for Statutory Sick Pay (SSP) will be removed, meaning SSP will become payable from day one of sickness absence. In addition, the Lower Earnings Limit will be abolished, extending SSP entitlement to lower-paid workers.

Employers may need to budget for increased sickness costs and ensure absence management procedures are robust and consistently applied.

Unfair Dismissal – Reduced Qualifying Period from January 2027

The qualifying period to bring an ordinary unfair dismissal claim will reduce from two years to six months. The Government has indicated this will take effect from 1 January 2027, applying retrospectively to employees who reach six months’ service by that date.

This change places greater emphasis on recruitment decisions, probation management, performance documentation and manager training.

Expanded Duties to Prevent Harassment – From October 2026

Employers will become liable for harassment of employees by third parties, such as customers or suppliers, unless they can demonstrate that all reasonable steps were taken to prevent it. This duty will apply to all protected characteristics, not just sexual harassment.

Employers will need to actively assess risk, implement preventative measures and ensure policies are embedded in practice.

Indicative Implementation Timeline

Based on current Government commitments, key changes include:

April 2026

• Day one SSP entitlement
• Day one paternity leave and unpaid parental leave
• Establishment of the Fair Work Agency
• Increased whistleblowing protections
• Collective redundancy protective award extended

October 2026

Duty to prevent harassment (including by third parties)

Fire and rehire reforms

Extended tribunal time limits

Trade union access and recognition changes

January 2027 onwards

• Six-month unfair dismissal qualifying period
• Zero-hours contract reforms
• Enhanced protections for pregnant workers
• Flexible working and bereavement leave reforms
• Regulation of umbrella companies

Further Support

Citation has confirmed it will continue to support employers through the transition period with detailed guidance, webinars and practical advice as further clarity emerges.

FIS is sharing this update to ensure members are aware of the forthcoming changes and can begin early planning where appropriate.

For further information or tailored advice, members may wish to contact Citation directly or seek professional HR and legal guidance.

New findings published in Knowledge Share 001 by the Passive Fire Knowledge Group (PFKG) highlight a persistent challenge across construction projects: inadequate coordination of MEP services within compartment walls during the early design stages.

The PFKG report identifies that poor consideration of service positioning, separation distances and opening sizes often makes it difficult to install tested or certified penetration sealing systems later in the project. This can result in compliance risks, redesign, costly remedial works and delays during construction.

Recommendation: Improved Modelling and Early Coordination

To address this issue, the PFKG recommends the development of a modelling guide to support better MEP design coordination and architectural space planning. Early alignment between designers and specialists can ensure that services are correctly positioned and separated, and that openings are appropriately sized to allow compliant passive fire protection solutions to be installed.

New Early Design Guidance in Development

Building on this recommendation, the PFKG has partnered with the Association for Specialist Fire Protection (ASFP) to develop practical early design guidance that directly addresses these challenges.

The work is well advanced, and publication of the new guidance by the ASFP is expected early next year. The guidance will support designers, specifiers and contractors in delivering compliant, buildable solutions while helping to reduce risk and avoid unnecessary cost.

FIS maintains a list of critical safety alerts from CROSS, PFKG and issued directly through FIS that are relevant to our community through our Building Safety Toolkit here.

This week the Government announced that the Single Construction Regulator (SCR) Prospectus has now been published. This marks a significant milestone in the Government’s commitment to long-term reform of the built environment, following the Grenfell Tower Inquiry’s recommendations.  The prospectus sets out our vision for a coherent, accountable regulatory system that prioritises safety, quality, and trust across buildings, products, and professions. It outlines how a new regulator will consolidate oversight functions, reduce fragmentation, and drive cultural change across the sector.

 You can read the full prospectus here:  Single construction regulator prospectus – GOV.UK

 As part of this wider programme, the Government has also published the Fire Engineers Authoritative Statement and the accompanying Next Steps document. These publications set out the principles that will guide reform of the fire engineering profession, including steps towards a more coherent, accountable, and regulated professional landscape.  This work responds directly to Recommendation 17 of the Grenfell Tower Inquiry and will sit alongside the broader professions strategy to ensure consistency and alignment across all disciplines.

 You can read the fire engineering publications here:  Fire engineering profession reform – GOV.UK

 Government remain committed to implementing the Grenfell Inquiry recommendations and this week FIS (supported by members have been attending Round Tables looking at Mandatory Licencing of Contractors and looking at the role of Principal Designer.   In this work Government are developing a new professions strategy, supported by a stronger regulatory framework. The aim is to raise standards of competence and accountability but also tackle the systemic barriers that have long held back progress across the sector.

 FIS will continue to work with the Regulator to support the development of a comprehensive strategy for the built environment professions that will:

• Take a holistic view of regulation, competence, and culture across all those operating in the built environment sector.
• Introduce a clear unified strategy for regulatory and non-regulatory reform at a government, industry, and individual level. This will be designed to increase capacity, skills, and investment in the workforce.
• Work in tandem with parallel reforms to building regulations and construction products to improve building safety quality and productivity.
• Establish a new system of regulatory oversight and enforcement, with a centralised oversight function built on clear, coherent standards and outcomes.
• Simplify the current patchwork of professional regulation.

 Next Steps & Engagement

• Government will be launching a Call for Evidence in Spring 2026
• This will lead towards a Professions Strategy Publication in Spring 2027

FIS has unveiled a second Simplified Subcontract Template, designed in partnership with construction lawyer Sarah Fox.  This contract is designed to support those engaging or working as labour only suppliers (both individuals and labour gangs). 

Earlier this year, a dedicated task and finish group was established within FIS to look at whether we could develop a simplified contract that worked upstream and downstream to cover both construction or design and build projects.  The resultant template was launched in summer 2025 and is now available on the FIS Legal and Contractual Toolkit. 

This new template extends this, again leaning into Sarah Fox’s “500-word contract” principles, which advocate for concise, plain-English agreements that are easy to understand and implement in a labour only context.

Why this matters
Contracts in the construction sector have traditionally been lengthy, complex, and often inaccessible to those without legal expertise. This can lead to misunderstandings, delays, and costly disagreements. The FIS and Sarah Fox have worked together to create a document that is:

• Clear and Concise: Stripped back to essential terms, avoiding unnecessary jargon.
• Fair and Balanced: Designed to protect both parties and encourage collaboration.
• Practical and Accessible: Easy to adopt for businesses of all sizes within the finishes and interiors sector.

By reducing complexity and ambiguity, the template aims to support stronger relationships between contractors and their labour only sub contractors and labour suppliers, helping avoid confusion, minimise disputes and improve project delivery.

Commenting on the launch Iain Mcilwee, Chief Executive of FIS

“Our goal from the outset to create a set of contracts that are easy to understand, implement and that ultimately support better working relationships.  Our industry thrives on trust and collaboration and contracts should be written to support this. This template is not just a legal document—it’s a statement of intent to work smarter and fairer.”

Sarah Fox, Construction Lawyer and Contract Specialist added: 

“Contracts should be clear, concise, and understood by everyone who signs them. The 500-word approach ensures that the essential terms are front and centre, reducing risk and building confidence across the supply chain.”

 The Simplified Labour Only Subcontract Template is now available to FIS members via the FIS Contractual & Legal Toolkit. Support and training is available to help businesses implement the template effectively through the toolkit and via the FIS Legal Helpline.  Additional support to implement in your business is available from Sarah at a special rate negotiated for FIS Members.