The scaffolding sector has come to a crucial point. Apprenticeship numbers are not tracking at the level required to sustain long term investment in training, and if this doesn’t change, it will have direct consequences for the availability of funded apprenticeships, block courses, and future workforce capability.

Since Vertical Horizonz New Zealand (VHNZ) became the primary provider of scaffolding apprenticeship training late last year, a significant amount of work has been underway to stabilise delivery and support the industry. That work is critical, but it sits alongside a broader reality identified by industry: continued access to scaffolding training depends on employer demand, and right now that demand needs to lift.

Apprenticeships: Build the Pipeline 
There are currently just under 400 scaffolding apprentices in training, which represents just under two thirds of the funded pipeline for 2026, based on workforce planning and industry advice. While this provides a base to build from, it remains below the level required to sustain long term training investment without growth in enrolments.

From an industry perspective, these numbers matter. The vocational education system is under significant financial pressure, and the Tertiary Education Commission (TEC) must carefully manage how funding is allocated across industries. Empty apprenticeship places means there are funded spots not being taken up by learners.

If apprentice numbers remain below the projected pipeline over time, this will influence future investment decisions and training allocations, as funding is directed toward areas where learner demand is consistently being taken up. It is also very likely that funding will be reallocated during the year to industries that are actively filling their allocated training places.

TEC has also signalled through guidance for the 2027 funding cycle that future investment will increasingly focus on areas where there is strong industry demand, clear learner pipelines, and evidence of successful programme outcomes.

Based on historic completion and attrition patterns, only a portion of apprentices entering training will progress through to full qualification, meaning current enrolment levels translate into a much smaller number of newly qualified scaffolders over time.

In practical terms, sustained investment in scaffolding training relies on employers continuing to enrol apprentices and maintain demand across the system.

Workforce Pressures Beyond Apprenticeships (SARNZ industry perspective)
Training pressures are being felt alongside wider workforce challenges, particularly in relation to migrant scaffolders who play a critical role in supporting construction and infrastructure delivery across New Zealand.

Industry feedback indicates that some larger employers are anticipating the loss of a noticeable proportion of their experienced migrant workforce over the next 12 to 24 months as work visas expire. These workers often hold significant New Zealand specific experience, and their departure creates ongoing churn as employers are forced to recruit, onboard, and retrain replacements.

SARNZ is actively advocating for scaffolders to be added to the List of Eligible Trades and Technician Occupations, which would provide a viable residency pathway for skilled migrant scaffolders already contributing to the sector. This would help:

• Make New Zealand a more attractive destination for skilled scaffolding workers
• Give employers greater confidence to invest in training and retention
• Reduce workforce churn and grow the pool of New Zealand experienced scaffolders

SARNZ has also been clear that current settings under the Amber List, including the 1.5× median wage threshold, are not workable for the scaffolding sector and do not reflect industry pay realities.

These workforce settings directly reinforce the importance of strengthening domestic capability through apprenticeships, particularly as experienced workers cycle out faster than new entrants are coming through.

What SARNZ Is Doing
SARNZ continues to focus on the broader system settings that support workforce sustainability, including:

• Advocating for realistic migrant pathways that recognise scaffolding as a skilled trade
• Engaging with TEC and government agencies to protect training investment during periods of lower enrolment
• Using workforce data and employer feedback to strengthen evidence based advocacy
• However, system change alone will not rebuild the workforce. Employer and industry participation is needed.

What VHNZ Is Doing 
From a training provider perspective, VHNZ has been focused on ensuring scaffolding training remains stable, consistent, and available nationwide, despite fluctuating apprentice numbers. This includes:

• Strengthening the national scaffolding training team to ensure consistent delivery across regions
• Aligning delivery standards, assessment, and expectations through national coordination
• Transitioning scaffolding training equipment into the VHNZ network to support practical, hands on block course delivery

To protect block course availability as apprentice numbers fluctuate, VHNZ is:

• Consolidating block courses across regions where appropriate to ensure viable class sizes
• Providing forward visibility of scheduled block courses so employers can plan ahead
• Maintaining flexibility to add additional blocks when demand increases

VHNZ is also increasing access to Training Advisors by enabling apprentices to book one on one support when they need it, at a time that works for them. These sessions aim to support apprentices through their apprenticeship journey, getting more learners through to successful completion.

Together, these measures are designed to maintain predictable block course delivery while avoiding late cancellations or undersubscribed classes, which impact both learners and employers.

Qualifications: Level Up
Beyond core apprenticeship delivery, VHNZ is strengthening progression options across the access trades, including the rollout of Scaffolding (Level 5), a new IRATA + NZQA Industrial Rope Access (Level 3) dual qualification pathway, and increased delivery of Rigging (Level 3) with Rigging (Level 4) in development.

Apprenticeship Boost: Employer Support Still Available
The Apprenticeship Boost scheme remains available to support employers taking on apprentices.

Eligible employers can receive $500 per month (excluding GST) for up to 12 months for apprentices in their first year of training, helping to offset initial training costs.

Protect Training Funding: What Employers Can Do Now 
SARNZ and VHNZ can support systems, delivery, and advocacy, but rebuilding the workforce also requires industry action.

Employers can help by:

• Taking on apprentices where possible, even one new trainee strengthens the wider system
• Encouraging early engagement, supporting labourers and entry level workers to begin the apprenticeship pathway when ready
• Supporting current apprentices, allowing time for on job training and block course attendance
• Sharing recruitment and workforce pressures with SARNZ, strengthening evidence based advocacy
• Engaging with upcoming recruitment campaigns, including joint SARNZ and VHNZ initiatives to attract domestic learners
• Training an apprentice requires time and commitment, but the long term return is a skilled, reliable workforce that carries forward the standards and practices employers want embedded in their business.

Where to From Here
From both an industry and training provider perspective, the picture is clear. The system can continue to support scaffolding training, but only if apprentice numbers begin to move back toward funded levels. We risk losing the current funding level if we can’t get enrolment levels back up. Once that funding is reduced, it’s incredibly hard to get back up when it’s needed.  

Employers play a direct role in what outcome we get for industry. Enrolling apprentices, supporting attendance at block courses, and investing in completion are the practical levers that protect training access, funding stability, and long term workforce capability for the scaffolding sector.