New CSCS Smart Check app to revolutionise card verification procedures

by Clair Mooney | 17 Dec, 2021 | Skills

A new app, developed by the 38 card schemes displaying the CSCS logo, is set to radically improve the construction industry’s card checking procedures and site safety. The CSCS Smart Check app represents a major step forward as, for the first time, all 2.1 million cards displaying the CSCS logo can be electronically verified using a single app.

The roll out of the app begins in April 2022, providing employers with a quick, easy and secure way of ensuring everyone on site has the right qualifications and training for the job they do. The app will be free to use and available for Apple iOS and Android devices. Visit https://www.cscs.uk.com/about/cscs-smart-check/ to find out more about the CSCS Smart Check app.

What does this mean for employers?

Sites should require everyone working in a construction occupation to hold a card displaying the CSCS logo and they should be checking those cards regularly to ensure they are genuine and in date. However, with 38 schemes offering CSCS logoed cards and many using their own (often incompatible) card checking systems, the process can be complicated. This places an unrealistic expectation on site management teams to know every scheme and every type of card available together with the different verification systems used. Having one app to electronically check all cards at the site gates will make life easier for those responsible. It doesn’t matter what card turns up at the site gates, from asbestos to welding, if it displays a CSCS logo it will be compatible with the CSCS Smart Check app.

Early Adopters: Are you a technology early adopter? CSCS need some help to test the app. If your site would like to take part in a pilot programme then please email the project team at communications@cscs.co.uk.

Next steps: The roll out of the app will result in some changes to the way in which employers check cards at the site gates. Over the coming weeks the 38 card schemes are committed to keeping the industry updated on our progress and everything you need to know about CSCS Smart Check. Regular progress reports will be issued and we are planning several events to keep you and your colleagues updated. Further details on these events will be made available in the new year.

“It must be emphasised this is to check the CSCS card is genuine and in date, FIS strongly encourage members to ensure employees are operating on the card applicable to their status (trainee, apprentice, operative, supervisor, manger) and occupation. When the Building Safety Bill takes hold a green Labourers card for a trades person could lead to that individual being turned away at the site gate. The FIS Approved Training Provider Network have offers and discounts (including some free of charge qualifications) to help employers qualify the workforce and register for the appropriate CSCS card. Remember CITB grants also apply to individuals working for organisations as LOSC which should help employer recoup so of the costs. If you need help give FIS a call 0121 707 0077 or email info@thefis.org”.

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Regulation Update: All new buildings to produce nearly a third less carbon

by Iain McIlwee | 17 Dec, 2021 | Main News Feed

New buildings in England will have to produce significantly less CO2 under new rules announced by the government to help the country move towards net zero.

Under the new regulations, CO2 emissions from new build homes must be around 30% lower than current standards and emissions from other new buildings, including offices and shops, must be reduced by 27%.

Heating and powering buildings currently makes up 40% of the UK’s total energy use.

Installing low carbon technology, such as solar panels and heat pumps, and using materials in a more energy efficient way to keep in heat will help cut emissions – lowering the cost of energy bills for families and helping deliver the UK’s climate change ambitions.

All new residential buildings, including homes, care homes, student accommodation and children’s homes, must also be designed to reduce overheating, making sure they are fit for the future and protect the most vulnerable people. Improvements to ventilation will also be introduced to support the safety of residents in newly-built homes and to prevent the spread of airborne viruses in new non-residential buildings.

The changes announced today to the government’s Building Regulations, which set the standards in England for the design, construction and alteration of buildings, follow a public consultation and will come into effect from June 2022.

They will raise standards and are an important step towards a cleaner greener built environment, paving the way for the Future Homes and Buildings Standard in 2025, which will mean all future homes are net zero ready and will not need retrofitting.

Housing Minister Eddie Hughes said:

Climate change is the greatest threat we face and we must act to protect our precious planet for future generations.

The government is doing everything it can to deliver net zero and slashing CO2 emissions from homes and buildings is vital to achieving this commitment.

The changes will significantly improve the energy efficiency of the buildings where we live, work and spend our free time and are an important step on our country’s journey towards a cleaner, greener built environment.

The new regulations come alongside £6.6 billion of direct investment into improving the energy efficiency of buildings during this Parliament. The Social Housing Decarbonisation Fund, Local Authority Delivery scheme and Home Upgrade Grant scheme make grants available to low-income households for insulation, solar panels, heat pumps and other efficiency and decarbonisation measures.

Last week, a further £400 million of funding was announced for more than 200 local authority areas as part of a new Sustainable Warmth Competition.

Commenting on the changes, FIS CEO Iain McIlwee stated:

“This is more evidence of the intent of this Government to ensure Net Zero is at the heart of policy making and we are seeing similar in Wales, Scotland and Northern Ireland. We have seen the headlines before, but this time they are being backed by cold, hard regulation. To meet the challenges and opportunities this creates we have, in 2022 appointed a Sustainability Champion and have an engaged and active Sustainability Leadership Group. We will work to keep our members abreast of technology through our magazine SpecFinish and will be running bi-monthly meetings of our sustainability working group next year. You can keep up-to-date on the sustainability hub on the FIS website.”

Further information

Alongside amendments to the Building Regulations, we have published 5 new Approved Documents:

There will be a 6 month period before the new regulations come into force on 15 June 2022. Transitional arrangements are in place which mean that if a building notice, initial notice, or full plans for building work are submitted to a local authority before 15 June 2022, then provided the building work commences by 15 June 2023, work on that individual building is permitted to continue under the previous standards.

As well as setting out measures for the 2021 uplift to the Building Regulations, the government response to the Future Buildings Standard consultation also sets out plans for the implementation of the Future Buildings Standard from 2025. This includes plans to start a full technical consultation on the FBS in 2025.

You can find more information on sustainability and net zero in the finishes and interiors sector via the FIS Sustainability Hub

Securing a green recovery on a path to net zero

by Clair Mooney | 16 Dec, 2021 | Sustainability

In December 2020, the Scottish Government published its “update to the climate change plan 2018-2032 – securing a green recovery on a path to net zero”.

Scotland has committed to green recovery from Covid-19 in order to capture the opportunities for a transition to net zero through the creation of green jobs, development of sustainable skills and nurture of wellbeing. The report includes policies and proposals for each of the eight sectors identified: electricity, transport, industry, waste, land use/land change/forestry, agriculture, negative emission technologies and buildings.

The most relevant points for FIS members are:

Buildings: a regulatory change, delivering significant investment and supporting supply chain growth. Much of the focus appears to be on the stimulation of zero emission heating systems and energy efficiency measures, which a particular focus on domestic buildings. In 2021, the Net Zero Public Sector Buildings standard was launched. This voluntary standards considers 5 objectives: embodied carbon emissions, operational carbon emission, other whole life carbon emissions, indoor environmental quality and environmental aspects. The Government is also working closely with Skills Development Scotland to create the appropriate skills to deliver net zero and published “Climate Emergency Skills Action Plan 2020-2025 Key Issues And Priority Action”.
Waste: embed circular economy principles in the wider green recovery, ban on a number of single use plastic items
Industry: funds being made available to support the development of carbon capture and hydrogen technologies and for the manufacturing of low products

The document also provides a route map graphic of what the policies will mean in practice – see page 15-22.

FIS Sustainability Hub

FIS is committed to taking a pro-active lead, not just in supporting the UK ambition to net zero carbon by 2050, but delivering profound transformation within our supply chain on all aspects of ethical and environmental sustainability. We have created this hub to bring together resources and information that will support your journey to net zero.

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FIS responds to HSE issues warnings ahead of Building Safety Bill

by Iain McIlwee | 15 Dec, 2021 | Building Safety Act, Main News Feed, Technical

As part of work underway to establish a new Building Safety Regulator and reform the building safety system, HSE is urging those who design high-rise buildings to act now to prepare for the changes coming when the Building Safety Bill becomes law.

The Building Safety Bill, currently making its way through Parliament, aims to implement all of the recommendations set out in Dame Judith Hackitt’s “Building a Safer Future” report, and in places goes further. The reforms include a more stringent approach to the design and construction of high-rise buildings, clearer responsibilities on designers to ensure these buildings are safe, and new measures so that everyone doing design or building work is competent to carry out that work in line with building regulations.

People working on the design of a high-rise building, from the development of a planning application through to building regulations approval will need to understand the building’s intended use, correctly identify the risks, and own and manage those risks to determine the safety of a building.

There will be a requirement to record and provide evidence of decision-making during the design process, and a need to be engaged throughout a building project to handover to the end client. Prepare now for these changes.

Peter Baker, Chief Inspector of Buildings at the Health and Safety Executive, said:

“Designers have a strong influence on safety and standards, particularly during the very early planning and design stages of a building project. Their decisions not only affect the safety of those carrying out the building work, but also those maintaining, using, or living in a building after it is built.

“I encourage designers to act now and prepare for the more stringent regulatory regime. HSE will continue to work with the building design industry and related businesses to support them to deliver safe and high-performing buildings and ensure that residents of high-rise buildings are safe, and feel safe, in their homes now and in the future.”

Colin Blatchford, Operational Policy Lead for Gateways and Building Control at HSE, said:

“Everyone involved in the design of high-rise buildings must take a proactive approach to managing building safety from the earliest stages of the design process. These changes are coming. Those involved need to plan ahead through correctly identifying, taking ownership and managing the risks – ensuring key decisions are recorded throughout the process.

“Once the Building Safety Bill becomes law, there will be a requirement for a safety case report when a building is completed and occupied. It is important to consider this at the early design stage for your clients and future residents’ safety.

“Building safety changes are coming and will affect everyone involved in a high-rise building project beyond its design. We urge that you act now.”

Responding to this statement, FIS CEO Iain McIlwee said:

“The Building Safety Bill offers a huge lever for change, but it needs to start with a recognition that design is detailed through the construction process and for the detailing to be effective we need the specialist contractors and manufacturers involved (and contracted) at a far earlier stage. Even with tighter regs, we will still see problems being resolved on the fly in difficult circumstances and under severe time pressure on site rather than designed out of the process at an earlier stage. This has to be about changing not just the way we design and build, but vitally how we procure the services, respect specialist knowledge and collaborate far more effectively through the project.”

You can find out more about the implementation of the Building Safety Bill here

Inspiring Change – A Matter of Respect

by Iain McIlwee | 15 Dec, 2021 | Fairness, Inclusivity and Respect (FIR), Sustainability

Last month I signed up to attend the Inspiring Change Event in London – the focus, creating a fair and inclusive environment in construction centred on respect.

It is vital subject on so many levels not least because we have a HUGE skills and labour shortage, but also because it is about creating a better working environment. Long story short, a phone call about three weeks before the event and I found myself the other side of the microphone giving a keynote talk on why I had completed the training to become a FIR Ambassador!

I often find in construction that there is an abstract concept of the industry, how people think construction should work (or worse think it does work) and then there is the reality, how we get it done despite it all. These two versions of our industry can seem miles apart.

This is what I chose to talk about at Inspiring Change, not great stuff that is done (others covered positive examples well and I highly recomend checking them out via the event link below), but the gritty reality of when and why we get it wrong, starting firmly with me, myself and I. I focussed on all the times I have shied away, gotten it wrong and worse, knowingly watched others get it wrong. The excuses I have used, how I have kidded myself that I was part of the solution rather than the problem. Both preparing for and listening on the day reminded me again that this agenda is central to who we want to be as a sector. It isn’t all about all about gender or disability or conscious and unconscious bias, it is simpler. It is about being better and making sure we take the time to understand, that we help others to understand and that we don’t walk past or look the other way when there is a problem or an opportunity to be better. This is what we aspire to do on construction sites when it comes to risk management and getting the job right – this is what we need to do in our communities. This is ultimately how we will make this industry an attractive one that draws the best people in – an industry that demonstratively cares about our people.

The biggest thing I learned in the FIR Ambassadors course was how ignorant I am in terms of disability and neural diversity. This was further reinforced at the Inspiring Change event. I don’t have a disability, I am lucky, but data from Kier suggested 10% of the workforce do (remembering 96% of disabilities are non visible). A number that really jumped out at me was that the average age someone develops one is 53 – it could still be me. The stats around diabetes in construction are particularly concerning, but to be honest I had never linked them to the work we do on competence. If we don’t make the right allowances are people always competent to do the job? There was some fascinating insights into flexible working on sites and the positive impact this had for Willmott Dixon (see Agile Working Toolkit below), sometimes it is easy to assume there isn’t a better way because we can’t imagine it working. The early indicators are that at Willmott Dixon there have seen some real benefits, not just linked to happiness, but productivity too.

I always judge a conference by the take away. It is not a cliché to say I left this one inspired, not just by the people and stories, but the opportunity.

As a sector we talk a lot about modern methods of construction, value led procurement, but they become buzz words, panacea fixes rather than genuine change processes. At this event we stepped back and thought about the greater good we can do – the social value we can deliver. It is mind-bogglingly enormous. If we get it right, we are not just fishing in a wider pool when it comes to shortages of people, but we are rebuilding lives and starting to fish at the top of the pool – because who wouldn’t want to work in a sector that makes this much difference – delivers value with values? We aren’t perfect, but if we slow down a bit and keep in mind the benefits to diversity in our workforce we can step beyond some of the adversarial behaviours and then we are perfectly poised to be much much better and to do an awful lot of good in the process!

So if you have a Section 106 to fulfil and/or a moral desire to do what you do in a better way, give me a buzz (07792 959 481). I may not have all of the answers, but I can listen, learn, reflect. FIS is a platform for action and we are blessed with ever expanding network of people who can help and are committed to making a difference.

You can access the slides from the event and learn more about the Inspiring Change Award winners announced at the event here

Key resources that were highlighted and are definitely worth looking at- Agile Working Toolkit, Supply Chain Sustainability School (Benchmarking Toolkit, Training Resources and more on becoming a FIR Ambassador), find out about becoming a STEM Ambassador, Disability Confident Employers Support, British Association of Supported Employers (promote the principles and delivery of high quality Supported Employment services and work to improve the employment rates of disabled people), Diabetes Safety Advice,,

You can access the full FIS FIR Toolkit here

Written by Iain McIlwee, CEO, Finishes and Interiors Sector
16th December 2021

Should I have a COVID Vaccination Policy?

by Iain McIlwee | 14 Dec, 2021 | Main News Feed

FIS has been asked a number of times about whether it is acceptable to either mandate employees to have the vaccination or to ask whether workers, in the face of potential issues with self-isolation, have been vaccinated in order to support their ongoing risk management. This question has taken on particular significance now that across the UK your vaccination status impacts self-isolation rules.

The simple answer is that it is not recommended that an employer attempts to mandate vaccination. Vaccination policies pose risks that either the policy itself is unreasonable or the enforcement of it in relation to a particular employee is unreasonable. If employees have over two years service, imposing this requirement could lead to potential claims for constructive or ordinary unfair dismissal. There is also a risk of potential discrimination claims such as from pregnant and younger employees, objections on the grounds of religion or belief, or serious underlying medical conditions.

Some countries have taken a far harder line e.g. Germany are making vaccination mandatory, Denmark and Italy have gone down the requirement for corona work passes and Austria have onerous lockdown requirements specific to the unvaccinated. Given the UK government has not advised that vaccination is a necessary requirement to establishing a COVID safe work environment, a compulsory policy would have to be based on a robust risk assessment which has identified that vaccination is a necessary control which cannot be achieved through alternative measures.

Another question asked is whether you can request new applicants for roles are vaccinated. Again this is an area to tread with caution as it could open an employer up to a claim of discrimination on a number of fronts such as disability, pregnancy, religion or belief and age. Any policy along these lines would need to be justifiable and carefully caveated.

You can ask your workforce about vaccination status, but this is also heavily caveated. As with holding any personal information you need to be clear why you are asking and looking to hold the information, what you intend to do with the information and be clear in terms of policy on what would happen if someone did not wish to share that information.

More detailed Guidance on Vaccination employers has been prepared for FIS Members by Citation here

A quick round-up of what the new COVID Guidelines mean to you

Apprentice employer incentive payments extended

by Clair Mooney | 13 Dec, 2021 | Skills

The government’s offer of up to £4,000 for each apprentice a company employs has been extended at least until the end of March 2022.

In addition, CITB is still paying training grants to cover travel and accommodation, as well as training fees, for the apprentices while they are at college if they have to travel and stay away.

Cash incentives for firms were introduced as part of the national Plan for Jobs initiative in July 2020. They are worth up to £3,000 on top of the £1,000 already available if you take on an apprentice aged 16-18, or under 25 if they have an education, health and care plan, or have been in the care of their local authority.

The payment can be spent on anything to support a company’s costs. It does NOT have to be repaid.

The incentives were originally available until September this year, but now the government has extended it so companies can continue to benefit into 2022. Applications for the cash open on 11 January 2022.

A Plan for Jobs progress report says more than 85,000 apprentices have been hired under the incentive payments scheme so far, with 75% of those taken on being under 25.

From 11 January you will be able to apply for the payment of £3,000 for apprentices that start with you any time from 1 October 2021 to 31 January 2022. You have to get the application in before 15 May 2022.

To apply for the payment you need to create an account on the Government’s dedicated Apprenticeships Portal (click here to go to that). Once your account is set up, you can make your claim.

You can read more about the offer on the Construction Leadership Council’s Talentview website here.

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Contract awards increase 23% in November

by Clair Mooney | 10 Dec, 2021 | Market data

The latest information from Builders’ Conference shows that there were 447 contracts worth £5.1 billion awarded in November. This is an improvement after the dip in October and the industry will be hoping that activity holds up in the New Year and the emergence of the Omicron COVID‐19 variant does not cause too much disruption.

76% of all the contracts awarded by value were in the private sector. There were 156 housing projects worth £2 billion (38%), 60 office projects totalling £527 million (10%), 80 education projects worth £480 million (9%), and 20 industrial projects with a total value of £418 million (8%), including the month’s largest contract for £220 million to build a distribution centre in Sutton Coldfield, on the outskirts of Birmingham.

The number of tender opportunities was slightly higher than the previous month but remained 43% below the monthly average for the past year.

Market Data

FIS has access to a wide range of market data from sources including the CPA, Barbour ABI and Builders’ Conference. In addition, FIIS produces a state of trade survey specifically for the finishes and interiors sector.

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Employers and drylining experts needed to help develop traineeship

by Clair Mooney | 9 Dec, 2021 | Drylining, Skills

CITB has started work on a Traineeship for Drylining occupations and need support from employers and subject matter experts. The next development meeting is scheduled for Wednesday 15 December starting at 13:00 to get involved please email alexandra.lee@citb.co.uk

What’s a Traineeship
A traineeship is a skills development programme that includes a work experience placement. Traineeships help prepare young people aged 16 to 24, or 25 with an education, health and care plan, for employment or an apprenticeship. Traineeships must include at least 70 hours of work experience placement. They can last from 6 weeks up to 1 year, but most last less than 6 months. Employers can offer a work experience placement to a trainee. They will work with a training provider to design the workplace element of the programme. Traineeships are introductory courses to attract individuals, at risk of becoming long term unemployed, into employment the training should be broad and provide as much variety as possible with the work experience placement focused on a specialism.

The training provider will assess the needs of the trainee. Trainees may need pre-employment training before starting their work experience placement. Employers will then work with the training provider to plan and agree:

the length of the work experience placement
the days the trainee works
how the programme will be delivered

Traineeships are flexible. Employers can change the programme as they go to make sure they and the trainee get the most out of it.

Employers must provide:

a safe, meaningful and high-quality work experience placement
a minimum of 70 hours of work experience placement over the duration of the traineeship (if the trainee claims benefits, the placement cannot last longer than 240 hours)
constructive feedback and advice to the trainee
an interview for an apprenticeship or job in their organisation at the end of the traineeship if one is available
an exit interview at the end of the traineeship with meaningful written feedback if no job is available

Offering a work experience placement gives employers the chance to:

get to know and work with a young person to see if they’re right for an apprenticeship or job in their business
design a programme that suits the needs of the trainee and their business
develop current employees’ experience in training and mentoring
recruit new talent for their business
claim an employer incentive of £1,000 when a work experience placement of over 70 hours has been completed

Employers who make new work experience placement opportunities available may be eligible for an incentive payment of £1,000 per trainee. They can claim this incentive for up to 10 learners per region. Employers decide how to use the money. You can view more guidance on employer incentive payments and how to claim them.

Traineeships are funded by the government. Traineeships are free to the employer, but they may choose to support trainees with expenses such as transport and meals. If you are interested in offering a work experience placement for a traineeship:

Contact the National Apprenticeship Service to register your interest and to ask for advice and support on traineeships. They can help you set up a traineeship and advertise it on Find a traineeship.
Partner with a training provider who will help you to design a traineeship that will meet your business needs. They will also advertise the work experience placement for you.
Agree with the trainee and your training provider exactly what each of you expects from the traineeship.

George Swann FIS Skills and Training Lead says “Traineeships are part of the Governments Plans for Jobs; approximately 60% to 70% of people on construction training course delivered by FE do not enter the construction industry. By providing more variety in the college element, introducing individuals to the wide range of careers available, Dry Lining Fixer Boarder and Finisher, Ceiling and Partitions Fixer, Plasterer solid and fibrous something should hook their interest and the work experience placement will put them in the work environment and show what the occupational specialism is about. It’s worth employers giving this a try as addressing the labour shortages is all about home grow talent and if you find capable individuals, well enough said. I encourage all employers and subject matter experts to get involved with the development work of CITB the more variety finishes, and interiors Traineeships have the greater the exposure of the fantastic opportunities this sector has to offer and more young people it should attract….Bigger net more fish”.