Apprenticeship FAQs

Apprenticeship training provides your business with enthusiastic employees qualified through programmes designed by employers, for employers. They provide the most current skills, knowledge and behaviours required in today's business environment. 

Apprenticeships combine on-the-job experience with off-the-job training. This means that your business benefits from a workforce that has the right blend of practical experience, skills and knowledge.

The employer can offer apprenticeships to new recruits (with help from our excellent candidate recruitment process) or use apprenticeships to upskill existing employees to close skills gaps and support a succession planning strategy. 

These flexible training programmes can be studied from Level 2 to Level 7 and combine:

• Teaching, learning and assessment in the workplace.
• Teaching, learning and assessment in the classroom.
• Independent End Point Assessments (this may consist of interviews, exams, portfolios, presentations and practical assessments).

Programme delivery is flexible and can be designed to minimise disruption to the day-to-day running of your organisation.

Individuals without Maths and English qualifications to the required level for their apprenticeship will receive this training as part of their programme.

Our team will work with you to understand your training needs and develop the best tailor-made solution.

We maintain regular contact with you throughout the apprenticeship to support the delivery of training and ensure that your workforce is being developed effectively.

Apprenticeships are ideal for organisations which are looking to create a skilled and competent workforce through training. The employer can offer apprenticeships to new recruits (with help from our excellent candidate recruitment process) or use apprenticeships to upskill existing employees to close skills gaps, support a succession planning strategy. Apprenticeships are proven to have positive impacts on productivity, talent retention and motivation.

Apprentices have been proven to bring a number of key benefits to organisations including:

• Planned growth – Apprenticeships provide the most cost effective route when planning for your business.
• Increased productivity – Apprentices are trained with the right skills and knowledge for the job, enabling them to work efficiently and effectively in your business.
• Easy staff recruitment processes which result in a high staff retention rate.
• Higher employee satisfaction – Apprentices are highly motivated people who are keen to learn, progress and get the most from their job.

There must be a genuine job available with a contract of employment long enough for the apprentice to complete their apprenticeship. The employer must pay the apprentice’s wages and the role must help them to develop the knowledge, skills and behaviours that they need to successfully complete the apprenticeship with support from the employer and the training provider.

The employer must be committed to supporting the 20% off-the-job training requirement.

Off-the-job training is a statutory requirement for any English apprenticeship standard and must account for a minimum 20% of the total training completed by the apprentice.

Off-the-job training is about upskilling an individual to reach full occupational competency, rather than accrediting their existing skills, so off-the-job training must involve the apprentice learning new skills, knowledge and behaviours which specifically relate to their apprenticeship standard.

• Off-the-job training must make up at least 20% of the apprentice’s normal working hours (paid hours excluding overtime) over the planned duration of the apprenticeship.
• You can deliver off-the-job training in the apprentice’s normal workplace or at an external location.
• Progress reviews and functional skills qualifications (English and Maths) do not count towards 20% off-the-job training.

All organisations with a wage bill of £3million or above are classed as levy paying businesses and are allocated a levy allowance to invest in apprenticeships. Non Levy paying employers receive funding from 95% to fully funded, dependent on the size of their workforce and the age of their apprentice.

Find out more about the apprenticeship levy on our finance and funding page. Our team will be happy to discuss your requirements with you and we can advise you on the funding and finance available.

Individuals wishing to enrol on an apprenticeship programme must secure an employer to support them.

Levy paying businesses
All businesses with a wage bill of £3million or above are classed as levy paying businesses and will:

• Be charged at 0.5% of their wage bill including all earnings that are subject to class 1 National Insurance contributions.
• Be allocated a £15,000 Levy Allowance, so the business will pay 0.5% of their wage bill minus £15,000.
• Have a 10% top-up to the fund deposited into your apprenticeship service account by the government.
• Be offered an incentive payment of £1,000 for employing an apprentice aged 16-18.
• Pay the levy directly to HMRC through the PAYE process.
• Funds will be credited into the Digital Apprenticeship Service (DAS).
• Since April 2018, levy-paying employers are allowed to transfer funds to other employers, through the apprenticeship service.
• Transfers can be made to any employer, including smaller employers in their supply chain, and apprenticeship training agencies.
• Levy-paying employers can transfer up to 10% of the annual value of funds entering their apprenticeship service account.

Levy transfers were introduced to give levy-paying employers more flexibility in how they spend their apprenticeship service funds. They can be used to fund apprenticeships in another organisation. Funds will be transferred monthly for the duration of the apprenticeship. This means that levy-paying employers can work with another employer to help them take on apprentices, increasing the skills base in their supply chain, sector or local area.

Non Levy paying businesses

• Businesses with a wage bill under £3million are classed as non-levy paying and will:
• Receive funding from 95% to fully funded, dependent on the size of your workforce and the age of your apprentice. 
• Be offered an incentive payment of £1,000 for employing an apprentice aged 16-18. 
• An additional employer funding incentive of up to £2,000 is available until Wednesday 31 March 2021.

Contact us to discuss how we can help you to maximise your return on investment.

• Professional services roles including:
  • Accountancy
  • Business administration
  • Customer services
  • Digital marketing
  • Leadership and management
  • Project management
• Health and social care professions
  • Adult care
  • Childcare
• Education professions
  • Teaching assistant

To find out about our courses or to apply, please contact us. 

The government sets a minimum amount that anyone employed as an employee or worker must get paid on average for the hours they work. This is called the National Minimum Wage (NMW) or the National Living Wage (NLW) for those aged 25 or over.

The hourly rate for the minimum wage depends on the age of the worker and whether they are an apprentice. Minimum wage rates are reviewed annually. They usually change in April if there’s an increase.

Current rates from 1 April 2020:Workers aged 25 years and over: £8.72 
Workers aged 21 to 24 years: £8.20 
Workers aged 18 – 20 years: £6.45 
Workers aged under 18 years: £4.55 
Apprentice: £4.15 

Apprentices are entitled to the apprentice rate if they are either aged under 19 years or aged 19 or over and in the first year of their apprenticeship.

Example: An apprentice aged 22 in the first year of their apprenticeship is entitled to a minimum hourly rate of £4.15.

Apprentices are entitled to the minimum wage for their age if they are both aged 19 or over and have completed the first year of their apprenticeship.

Example: An apprentice aged 22 who has completed the first year of their apprenticeship is entitled to a minimum hourly rate of £8.20.

Visit www.gov.uk for more information about the National Minimum Wage.

Off-the-job training is a statutory requirement for any English apprenticeship standard and must account for a minimum 20% of the total training completed by the apprentice.

Off-the-job training is about upskilling an individual to reach full occupational competency, rather than accrediting their existing skills, so off-the-job training must involve the apprentice learning new skills, knowledge and behaviours which specifically relate to their apprenticeship standard.

• Off-the-job training must make up at least 20% of the apprentice’s normal working hours (paid hours excluding overtime) over the planned duration of the apprenticeship.
• You can deliver off-the-job training in the apprentice’s normal workplace or at an external location.
• Progress reviews and functional skills qualifications (English and Maths) do not count towards 20% off-the-job training.