What is an apprenticeship?

An apprenticeship is a type of employment in which the apprentice divides their time between work and training towards a qualification. Apprentices are typically aged 16 or over and combine practical workplace experience with structured learning.

Traditionally associated with skilled trades such as engineering, carpentry and construction, apprenticeships are now also available across a wide range of industries and occupations, including project management, nursing, law and marketing.

Apprenticeship types and levels

Apprenticeships are available across a broad range of sectors, including construction, legal services, healthcare, technology and engineering.

There are different educational levels within a typical apprenticeship programme:

• Foundation: an entry-level course introducing a chosen occupation or industry
• Intermediate: equivalent to GCSE-level study within a chosen subject or vocational area
• Advanced: equivalent to two A-level passes within a chosen subject or vocational area
• Higher: depending on the level, equivalent to the first year of an undergraduate or foundation degree
• Degree: depending on the level, equivalent to an undergraduate or master’s degree

The benefits of apprenticeships

Apprenticeships can benefit both employers and apprentices by combining workplace experience with structured training. For employers, apprenticeships may help develop future talent and address skills gaps, while apprentices gain practical experience and recognised qualifications.

Benefits for employers

Apprenticeships combine structured learning with practical workplace experience, which may help employers develop skills relevant to their organisation’s needs. This can be particularly relevant in sectors experiencing skills gaps or difficulties recruiting experienced candidates.

In some industries, such as cybersecurity, network engineering or software development, apprentices may bring current technical knowledge that can support teams and contribute new approaches to practical challenges. At the same time, working alongside experienced colleagues allows apprentices to develop practical workplace skills and industry knowledge.

Benefits for apprentices

Apprentices gain practical workplace experience while training towards a recognised qualification and receiving a salary for their work. Apprenticeship pay rates are subject to the National Minimum Wage requirements and may vary depending on age and apprenticeship stage.

At the end of an apprenticeship, individuals may gain industry-recognised qualifications, practical experience and a stronger understanding of their chosen profession and workplace environment.

How can employers fund an apprenticeship?

Employers are responsible for paying apprentices in line with National Minimum Wage requirements for apprenticeships. In many cases, the UK Government may contribute towards apprenticeship training costs, with employers covering the remaining amount through arrangements with an approved training provider.

Employers may access additional funding when hiring younger apprentices or individuals from specific educational or care backgrounds. Eligibility criteria and funding arrangements can vary, so employers may wish to review current government apprenticeship guidance for the latest information.

Steps for hiring an apprentice

The following steps can help employers plan and manage an apprenticeship programme.

Create an apprenticeships service account

Employers can manage apprenticeships through a UK government apprenticeships service account. Here, you can:

• Create and manage your apprenticeship adverts
• Accept employer agreements with the Department for Education (DfE)
• Provide account access to relevant employees
• Allow training providers to create adverts and reserve funding

Define the apprentice’s goals and responsibilities

Clearly outline the job responsibilities and what the apprentice is expected to achieve during the programme. The apprenticeship agreement may include details such as contract length, pay, working hours and training expectations.

Apprentices typically spend part of their time completing structured learning alongside their workplace responsibilities.

Find an apprenticeship training provider

Employers can search for apprenticeship training providers through the UK government’s apprenticeship service. Searches may include apprenticeship roles, course names or subject areas, alongside the learner’s location.

When selecting a provider, consider course suitability, training quality and alignment with your organisation’s culture and values.

Advertise the apprenticeship

Apprenticeship vacancies can be advertised similarly to other jobs. Job adverts may include details such as responsibilities, apprenticeship level, training provided and key candidate requirements.

Employers can manage advertisements directly or work with their training provider to create and publish the vacancy.

Identify applicants

After screening applicants and conducting interviews, employers can select a suitable candidate and make an offer. Depending on the apprenticeship level and job requirements, some employers may look for qualifications such as GCSEs or A levels.

For example, a higher apprenticeship in laboratory work may require applicants with relevant science qualifications to support progression into a technical role.

Apprenticeships may also appeal to individuals changing careers or developing skills in a new field, even if they already hold qualifications in another subject area.

Provide an initial assessment

Employers and training providers may conduct an initial assessment to determine the apprentice’s suitability for the programme and identify any training requirements.

During this stage, employers may discuss the apprenticeship framework, expected responsibilities and the skills required for the role. Apprentices may also complete documentation relating to the apprenticeship agreement and training plan.

Prepare apprenticeship documentation

Apprenticeship agreements are typically completed following the interview and assessment process. The agreement is usually signed by both the employer and apprentice at the start of the programme.

The agreement may include details such as the apprenticeship duration, level and workplace arrangements, alongside the apprentice’s personal information and place of work.

Select an end-point assessment organisation

An end-point assessment organisation (EPAO) is an independent body responsible for assessing the apprentice’s knowledge and skills at the end of the programme.

Although an EPAO is involved in the later stages of an apprenticeship, identifying one during early planning can help streamline preparation.

Employers can search for EPAOs through the UK government apprenticeship service or work with training providers to identify a suitable organisation.

Start the apprenticeship

Once the apprenticeship begins, employers can provide ongoing guidance, support and feedback throughout the programme. Regular check-ins and structured support may help apprentices adjust to workplace responsibilities and training requirements, particularly if this is their first experience in employment.

5 tips for training apprentices

Apprenticeships combine workplace experience with structured learning. The following approaches may help employers support apprentices throughout the programme.

1. Onboarding and induction

As with any new employee, a structured onboarding process can help an apprentice acquaint themselves with the workplace and understand expectations. This may include:

• Holding regular one-to-one meetings with managers and team members
• Implementing a shadowing system with a specific team member
• Explaining company policies, dress code and compliance expectations
• Outlining the apprentice’s responsibilities and role within the team
• Providing introductions to relevant tools, equipment and systems

2. Mentoring apprentices

Assigning a mentor may help apprentices adapt to their role and workplace environment. In many organisations, the mentor is separate from the apprentice’s direct line manager and provides additional guidance and support.

Mentoring may also help employees to develop skills such as in leadership or people management.

A mentor may help an apprentice by:

• Sharing knowledge and practical experience
• Providing constructive feedback
• Offering encouragement and support
• Identifying opportunities for development
• Helping set goals and expectations
• Supporting the apprentice’s confidence and independence

3. Providing networking opportunities

Employers may encourage apprentices to build professional connections within their industry or with other apprentices. Training providers and apprenticeship networks can also help apprentices connect with individuals completing similar programmes.

Employers may also choose to involve apprentices in professional events and industry activities, where they can learn from more experienced professionals and explore potential career development opportunities.

4. Feedback and performance reviews

Apprentices generally benefit from regular constructive feedback throughout their training. This may take place through weekly or monthly performance reviews focused on progress, development needs and workplace expectations.

Managers can support apprentices by reviewing skill development, discussing goals and identifying areas for improvement throughout the programme.

5. Promoting wellbeing

Apprentices may experience challenges associated with adapting to a new workplace environment and unfamiliar responsibilities. Open communication and regular contact may help apprentices feel supported throughout the programme.

Other ways to support apprentices may include one-to-one meetings with managers, access to wellbeing resources and opportunities to participate in team activities and workplace initiatives.

Apprenticeships can support organisations in developing workforce skills and providing structured training opportunities. With clear planning, ongoing support and regular feedback, employers may help apprentices develop practical experience and industry knowledge throughout the programme.