U.S. apprenticeship data show substantial participation by young apprentices and growth in construction apprenticeships—but they do not establish that total employment of young people in construction has risen. For someone considering the field, the practical choice is often between starting in a laborer or helper job and pursuing a structured apprenticeship, with different training, credentials, and local requirements.
What the numbers do—and do not—show
The U.S. Department of Labor says 415,560 young apprentices were served in 2025, with young apprentices particularly concentrated in construction, public administration, and educational services. The page does not define the age range for “young,” and the figure counts apprentices served—not all young people working in construction. See Apprenticeship.gov’s young apprentice data.
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Separately, the department reports 480,399 apprentices served in construction in 2025, 28% more than five years earlier. That is a construction-industry apprenticeship count across age groups, not a count of young workers hired. See Apprenticeship.gov’s industry data.
A different measure offers historical context: a 2024 CPWR bulletin, citing the Institute for Construction Employment Research, says construction trade apprenticeship registrations rose 17% from 2015 to 2021. Registrations over that earlier period are not directly interchangeable with apprentices served in 2025. Read the CPWR bulletin on young workers.
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Two common ways to enter construction
A laborer or helper job can provide a direct route to paid work and experience on a construction site. Registered apprenticeship combines paid, job-based experience with instruction and trade-specific training. Pre-apprenticeship programs can help prepare participants to apply for registered programs; they do not guarantee admission.
| What to compare | Laborer or helper job | Registered apprenticeship |
|---|---|---|
| Starting point | Apply to an employer for a job; requirements vary. | Apply to a program sponsor; eligibility and openings vary by trade and location. |
| Training | Typically learned on the job, often under experienced workers. | Combines on-the-job training with technical instruction. |
| Credentials | Some employers require safety certification; advancement into a trade may require further training or credentials. | Training and credentials are tied to the program and trade; confirm the applicable standards with the sponsor. |
| Pay and progression | Depends on the employer and job offer. | Ask the sponsor for current starting pay and scheduled progression; national participation figures do not state local wages. |
The U.S. Bureau of Labor Statistics says formal education is not typically required for the broad laborer/helper occupational group, though some employers prefer a high school diploma or equivalent, and some helper roles may require or prefer one. Employers may require safety certification meeting OSHA guidelines before or after hiring, and some jobs may require a driver’s license. These are not universal entry rules. Review the BLS profile for construction laborers and helpers.
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What the work can involve
Laborers and helpers may prepare and clean sites, move materials, assemble or dismantle temporary structures, dig and compact earth, operate hand and power tools, and assist tradesworkers. The day-to-day work can be physically demanding and may involve outdoor conditions in all weather, heights, confined spaces, travel, variable schedules, or seasonal limits in some regions.
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Injury hazards are part of the work. BLS describes the use of protective equipment and safety practices, including gloves and other protective gear. Ask the employer what equipment the job requires and who provides it; requirements can vary by task and site. BLS summarizes duties and working conditions.
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How to interpret the wage and job outlook figures
The BLS reports a median annual wage of $46,680 for construction laborers and helpers together in May 2025. A median is not a guaranteed starting wage, and this figure is for the combined occupational group—not specifically young workers, apprentices, or a particular trade or location.
For the same laborer/helper group, BLS projects employment growth of 6% from 2025 to 2035 and about 137,000 openings per year on average over that decade. Many projected openings are expected because workers leave the occupation or labor force; the outlook is not a forecast of youth hiring or apprenticeship places. Check the BLS wage and outlook details.
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How to choose a next step
- Decide what you want to learn. A laborer/helper position can offer site experience; an apprenticeship is structured around training for a trade. Consider whether you want immediate job experience, a defined training path, or both.
- Look for local programs and employers. Use official apprenticeship listings and contact program sponsors or employers directly. Ask about current openings, eligibility, application dates, and whether any pre-apprenticeship preparation is available.
- Compare the actual terms. Confirm starting pay, how pay changes during training, instruction schedule, credentials, safety requirements, work hours, travel, and physical demands. National statistics cannot tell you the terms of a particular offer.
- Check requirements before paying for training or gear. Requirements differ by employer, sponsor, trade, and site. Ask what safety certification is needed and which protective equipment the employer supplies or requires.
The Department of Labor’s construction apprenticeship page quotes the Texas Workforce Commission: “Registered Apprenticeships are your Human Resources Recruitment, Retention and Retooling plan. In this tight job market, Registered Apprenticeships are a great way to attract and retain talented employees through training, competitive wages and industry recognized credentials that are portable and stackable.” The statement describes the employer perspective; an applicant should still verify a specific program’s pay, credential, and terms with its sponsor. Explore Apprenticeship.gov’s construction information.
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