Apprenticeships can be used to train and develop people in almost any business or sector and now cover more than 1500 job roles. They are available across many levels from apprenticeships for new starters to higher and degree apprenticeships. An apprenticeship is on-the-job training available to those aged 16 and over, typically lasting between 12 to 18 months. Depending on the sector and level, some can last up to four years such as a degree apprenticeship.

A key component of an apprenticeship is functional skills in English and maths. This supports the apprentice's study ensuring they are both numerate and literate and able to study at the level of their apprenticeship. Employees with prior qualifications can use their previous attainment in place of this training.

Throughout the apprenticeship programme, an apprentice is trained in a skilled role within a business, gaining industry knowledge and the skills required to do the job. The skills, knowledge and behaviours apprentices need to develop for a job role are defined by an apprenticeship standard. Apprentices can be new recruits or come from within your existing workforce.
 

Anyone, from a school-leaver looking to enter the workplace to an existing employee who wants to progress in their chosen career. An apprenticeship is a great way to motivate your staff and enable them to take on more tasks and responsibilities.

Yes. There will be an initial skills assessment for recognition of prior learning to make sure that the apprentices will be learning new knowledge, skills and behaviours from the apprenticeship programme.

Find out more about Apprenticeships for existing staff
 

Yes, if the apprenticeship involves a significant amount of new learning or updating outdated skills.

Apprenticeships are not age restricted, if the learner is over the age of 16, they are eligible.

Yes, however, this is dependent on the apprenticeship standard. Some standards have embedded qualifications, others do not. However, an apprenticeship is a qualification with many links to professional pathways and membership of industry professional institutions.

This will be dependent on the length of the apprenticeship programme and will be calculated against the apprentices' weekly working hours.

The training will be paid for by your company through the apprenticeship levy and cover the cost of the desired apprenticeship standard.

Find out more about the Apprenticeship Levy

There are currently incentive payments to employ 16-18-year-old apprentices.

Visit the Government website for more details

Apprentices must be paid at least the apprentice national minimum wage for all the time they are on their apprenticeships. Many employers go beyond the minimum requirements as they recognize the benefits that an apprentice brings to the business and assists in staff retention.

Visit the Government website for further details

Apprenticeship standards have been created by groups of employers or ‘trailblazer groups.’

These standards are:

• A minimum of 12 months
• Linked to a specific occupational level
• Respond to employers’ needs, ensuring that apprenticeships are high quality and rigorous and develop the knowledge, skills, and behaviour that apprentices require for a specific job role.
• Designed to prepare the apprentice for end-point assessment.

Apprenticeships vary from level 2-7 (i.e., GCSE to master's degree equivalent)

There are four levels of apprenticeships available:

• Intermediate (entry level)
• Advanced (supervisor level)
• Higher (manager level)
• Degree (senior manager level)

Apprenticeships are at least 12 months, typically lasting between 12-18 months with degree apprenticeships being much longer.

As a responsible employer, you will have already taken your responsibilities to your employees very seriously. Employing an apprentice is no different but it does come with some additional responsibilities that include:

Meeting employment conditions

• Supply Apprentices with a Contract of Employment
• Pay the minimum wage for Apprentices
• Increase pay as performance and skills improve
• Ensure adequate competent supervision
• Record Apprentices’ workplace attendance
• Inform your Pearson TQ Skills Coach of any unauthorised absences
• Make Apprentices aware of your Equal Opportunities Policy

Support their learning and development

• Support apprentices in gaining their training qualifications
• Provide appropriate on-the-job work experience and training
• Ensure apprentices have enough time to achieve their training objectives
• Check compliance with off-the-job training requirements
• Allow reasonable monthly access to your training provider for assessment, knowledge, and functional skills training
• Take part in regular reviews of an apprentice's progress
• Get involved in reviews, Individual Learning Plan, and target setting
• Sign off apprentice’s progress every month

Comply with all relevant Health & Safety legislation

• Provide a safe working environment
• Deliver Health & Safety induction training
• Hold current employers’ and public liability insurance and vehicle insurance where appropriate
• Supply personal protective equipment (PPE) in accordance with statute and good occupational practice
• Offer advice and guidance regarding safeguarding and prevention

Find out more about:

 Supporting Apprentices

The Employer’s Role in End-point assessment

Apprentices will need to agree time with their line manager to take their off-the-job training.

Off-the-job training is learning done outside of an apprentice’s normal working duties, but within their working hours. Apprentices must spend 20% of their contracted hours on off-the-job training, excluding holidays.

It includes training that is directly relevant to the apprenticeship and delivered to the apprentice’s normal place of work. It can also include regular day release, block release and special training days/workshops.

Find out more about Off-the-job training

End point assessment (EPA) is the final assessment for an apprentice to ensure that they have the knowledge, skills, and behaviours to do the job they have been training for. EPA is separate from any qualifications and assessments that the apprentice does during the on-programme stage of their apprenticeship. Working with an end-point assessment organisation (EPAO) like Pearson to plan assessment early in the apprenticeship will help your apprentices be ready to undertake EPA with confidence.

Learn more about:

EPA

The Employer’s role in EPA

What to expect from an End-point assessment organisation (EPAO)

Employers will receive an incentive payment of £1000* for hiring an apprentice aged 16 –18 years old.

Visit the Government website for more details

Employers will receive an incentive payment of £1000* for hiring an apprentice under the age of 25 with an education, health and care plan or who has been in the care of their local authority.

Visit the Government website for more details

Find out more about the Apprenticeship Levy

*Most incentives are time bound so change frequently.