Apprenticeships: The Definitive Guide for HR Professionals

Apprenticeships are a popular option for individuals who are looking to learn new skills and gain practical experience in a specific trade or profession.

In the UK, apprenticeships are structured programs of training and education that combine on-the-job training with off-the-job learning and are typically organized into frameworks that outline the specific skills and competencies that must be achieved in order to complete the program. Apprenticeships are available in a variety of industries and trades and can be a valuable way for individuals to enter the workforce or to advance in their careers.

Is a ‘modern apprenticeship’ the same thing as a ‘traditional’ apprenticeship?

In the UK, a modern apprenticeship is a structured program of training and education that combines on-the-job training with off-the-job learning. Modern apprenticeships are typically organized into frameworks that outline the specific skills, knowledge, and competencies that must be achieved in order to complete the program.

Modern apprenticeships are similar to traditional apprenticeships in many ways, in that they provide individuals with the opportunity to learn new skills and gain practical experience in a specific trade or profession. However, modern apprenticeships may differ from traditional apprenticeships in a few key ways, such as the types of industries or trades they are available in, the level of qualification that can be achieved, or the specific training and education that is provided.

Modern apprenticeships are a valuable option for individuals who are looking to learn new skills and gain practical experience in a specific field, and can provide a pathway to a rewarding and fulfilling career.

Why are apprenticeships important for UK businesses?

Apprenticeships can be an important resource for businesses in the UK for several reasons:

Talent development: Apprenticeships allow businesses to develop their own talent and build a skilled workforce that meets their specific needs. This can be particularly valuable for businesses in industries that require specialized skills and knowledge, such as manufacturing or engineering.

Cost-effective training: Apprenticeships can be a cost-effective way for businesses to train new hires or upskill their current workforce. Employers often pay a reduced rate for apprentices, and the government may also provide financial incentives to businesses that hire apprentices.

Increased productivity: Apprenticeships can help businesses increase productivity by providing employees with the skills and knowledge they need to perform their job duties effectively. This can lead to increased efficiency and competitiveness in the market.

Positive company culture: Apprenticeships can help businesses create a positive company culture and promote learning and development among their employees. This can improve employee retention and help businesses attract top talent.

Apprenticeships can be a valuable resource for businesses in the UK, helping them build a skilled and productive workforce that meets their specific needs and goals.

Is the apprenticeship framework different in England, Scotland, Wales and Northern Ireland?

Apprenticeships in the UK are governed by the national Apprenticeship Service, which sets the overall framework for apprenticeships across England, Scotland, Wales, and Northern Ireland. However, there may be some differences in the specific details of apprenticeship programs in each country, such as the types of industries or trades that are covered, the duration of the programs, and the specific requirements for completing an apprenticeship.

For example, in England, the Apprenticeship Levy is a government initiative that requires large employers to pay into a fund that is used to support apprenticeship training. This initiative does not apply in Scotland, Wales, or Northern Ireland.

In Scotland, the Scottish Funding Council sets the framework for apprenticeships and provides funding for apprenticeship programs. In Wales, the Welsh Government is responsible for setting the framework for apprenticeships and providing funding for apprenticeship training. In Northern Ireland, the Department for the Economy sets the framework for apprenticeships and provides funding for apprenticeship training.

While there are some differences in the details of apprenticeship programs in each country, the overall framework for apprenticeships in the UK is consistent across all four countries.

What ages should people be to become an apprentice in the UK?

In the UK, individuals must be at least 16 years old to become an apprentice. There is no upper age limit for apprenticeships, so individuals of any age can choose to pursue an apprenticeship program.

Apprenticeships are a popular option for young people who are looking to enter the workforce, as they provide the opportunity to earn a wage while learning new skills and gaining valuable experience. However, apprenticeships are also suitable for individuals of any age who are looking to change careers or to learn new skills in order to advance in their current field.

Apprenticeships are a flexible and accessible option for individuals of any age who are looking to learn new skills and gain experience in a specific trade or profession.

How do I recruit apprentices?

There are several steps you can take to recruit apprentices for your business:

1. Determine your needs: First, consider the skills and knowledge that your business needs in order to meet its goals and objectives. This will help you determine the type of apprenticeship program you want to offer and the specific roles you want to fill.
2. Research available resources: Look for resources that can help you find qualified candidates for your apprenticeship program. This may include online job boards, career centers, or professional organizations in your industry.
3. Promote your program: Once you have determined your needs and found potential resources for finding candidates, you can start promoting your apprenticeship program to attract candidates. This can include posting job listings online, reaching out to local schools or community organizations, or promoting your program through social media or other marketing channels.
4. Review resumes and conduct interviews: Once you receive applications for your apprenticeship program, review resumes and conduct interviews to identify the best candidates. Consider factors such as their relevant skills and experience, their motivation to learn and grow in your industry, and their ability to fit in with your company culture.
5. Select and hire the best candidates: After reviewing resumes and conducting interviews, choose the candidates who you believe are the best fit for your business and offer them the apprenticeship positions. Be sure to clearly communicate the terms of the apprenticeship program, including the duration of the program, the training and education that will be provided, and any other requirements or expectations.

Can I get funding to support an apprentice scheme?

In the UK, there are a number of government funding options available to businesses that want to hire apprentices. The specifics of these funding options may vary depending on the country in which your business is located.

In England, the Apprenticeship Levy is a government initiative that requires large employers to pay into a fund that is used to support apprenticeship training. Employers can use the funds they have paid into the Apprenticeship Levy to cover the costs of training and assessing their apprentices. Smaller businesses may also be eligible for government funding to support their apprenticeship programs.

In Scotland, the Scottish Funding Council provides funding for apprenticeship programs through its Modern Apprenticeship Program. This program provides funding to cover the costs of training and assessment for eligible apprentices.

In Wales, the Welsh Government provides funding for apprenticeship training through its Apprenticeship Support Wales program. This program provides funding to cover the costs of training and assessment for eligible apprentices.

In Northern Ireland, the Department for the Economy provides funding for apprenticeship programs through its ApprenticeshipNI program. This program provides funding to cover the costs of training and assessment for eligible apprentices.

There are a number of government funding options available to businesses in the UK that want to hire apprentices. Be sure to research the specific options available in your country and carefully review the eligibility requirements to determine if your business is eligible for funding.

Do I have to pay the Apprentice Levy to get support back?

The Apprentice Levy is a government initiative that applies to large employers in England. It requires these employers to pay a percentage of their payroll into a fund that is used to support apprenticeship training. The specific percentage that employers are required to pay is based on their total payroll and the number of apprentices they employ.

Employers that pay into the Apprentice Levy can use the funds they have paid into the Levy to cover the costs of training and assessing their apprentices. This includes the costs of tuition, examination fees, and on-the-job training. Employers can also use the Levy funds to pay for external training providers or to purchase training materials and resources.

Employers that pay into the Apprentice Levy are not required to pay the full cost of apprenticeship training themselves. However, they may be required to contribute a percentage of the training costs, depending on the specific terms of the apprenticeship program.

The Apprentice Levy is designed to provide support to large employers in England that want to hire and train apprentices. It allows these employers to use the funds they have paid into the Levy to cover the costs of training and assessing their apprentices.

What is the definition of a ‘large employer’ for the Apprentice Levy and how much do they pay?

A “large employer” for the purposes of the Apprentice Levy is an employer in England with an annual payroll of more than £3 million. These employers are required to pay a percentage of their payroll into a fund that is used to support apprenticeship training.

The specific percentage that large employers are required to pay into the Apprentice Levy depends on their total payroll and the number of apprentices they employ. The current rate is 0.5% of an employer’s total payroll, minus an annual allowance of £15,000. This means that large employers are required to pay the Apprentice Levy on their payroll costs above £15,000.

For example, if an employer has an annual payroll of £5 million, they would be required to pay the Apprentice Levy on £4,985,000 (i.e. £5,000,000 – £15,000). At the current rate of 0.5%, the employer would be required to pay £24,925 into the Apprentice Levy fund.

The Apprentice Levy is designed to provide support to large employers in England that want to hire and train apprentices. It allows these employers to use the funds they have paid into the Levy to cover the costs of training and assessing their apprentices.

How much do we have to pay apprentices?

The amount that you are required to pay an apprentice in the UK depends on the specific terms of the apprenticeship program and the individual’s age and level of experience. There are minimum wage rates that apply to apprentices, which are set by the government and reviewed annually.

As of April 2022, the minimum wage rates for apprentices in the UK are as follows:

• Under 19 years old or in the first year of their apprenticeship: £4.81 per hour (rising to £5.28 from April 2023).
• 18-20 years old or over and in the second year of their apprenticeship: £6.83 per hour (rising to £7.49 from April 2023).
• 21-22 years old or over and in the second year of their apprenticeship: £9.18 per hour (rising to £10.18 from April 2023).
• 23 + years old and in the second year of their apprenticeship: £9.50 (rising to £10.42 from April 2023).

These minimum wage rates apply to all apprentices, regardless of the industry in which they work. However, some apprentices may be paid more than the minimum wage, depending on the specific terms of their apprenticeship program and their level of experience.

It is important to note that these minimum wage rates only apply to apprentices who are aged 16 and over. Apprentices who are aged under 16 are not entitled to the minimum wage and must be paid at least the statutory minimum rate for their age.

It is important to pay apprentices fairly and in accordance with the minimum wage rates that apply to their age and level of experience. Providing a fair wage can help to attract and retain top talent and create a positive company culture.

Do we have to use an approved provider or scheme if we want an apprentice or can we hire them and run their training ourselves?

In the UK, employers have the option to hire apprentices and run their training themselves, or to use an approved training provider or apprenticeship scheme.

If you choose to hire an apprentice and run their training yourself, you will be responsible for designing and delivering the training program and ensuring that the apprentice receives the necessary skills and knowledge to succeed in their chosen trade or profession. This may involve providing on-the-job training, arranging for the apprentice to attend classes or workshops, or providing access to training materials and resources.

If you choose to use an approved training provider or apprenticeship scheme, the provider or scheme will be responsible for designing and delivering the training program and ensuring that the apprentice receives the necessary skills and knowledge. In this case, you will still be responsible for providing the apprentice with on-the-job experience and supervision, but the training provider or scheme will handle the formal education and training components.

Both options have their benefits and drawbacks. Hiring an apprentice and running their training yourself can allow you to tailor the training program to meet the specific needs of your business, but it may require a significant investment of time and resources. Using an approved training provider or apprenticeship scheme can be less time-consuming, but it may be less flexible and may not allow you to customize the training program to your specific needs.

The decision of whether to hire an apprentice and run their training yourself, or to use an approved training provider or apprenticeship scheme, will depend on your specific needs and resources. It is important to carefully consider your options and choose the option that best meets the needs of your business.

If we hire an apprentice, are they a ‘normal’ employee with standard employment rights?

As an apprentice, an individual is considered to be a normal employee and is entitled to the same employment rights as other employees. This includes the right to receive a minimum wage, the right to work in a safe and healthy environment, and the right to take time off for holidays and other absences.

In addition to these standard employment rights, apprentices also have certain rights that are specific to their status as apprentices. For example, apprentices are entitled to receive the training and education that is required as part of their apprenticeship program. This may include on-the-job training, classroom instruction, or access to training materials and resources.

Apprentices are also entitled to receive support and guidance from their employer or training provider to help them succeed in their apprenticeship program. This may include regular performance evaluations, feedback on their progress, and opportunities for development and advancement.

It is important to treat apprentices with the same respect and fairness as other employees and to ensure that they are provided with the training and support they need to succeed in their apprenticeship program. Failing to do so could result in legal consequences for the employer.

Can we sack an apprentice during their apprenticeship term if they are not working out?

As an employer, you have the right to terminate an apprentice’s employment if they are not meeting the expectations of their apprenticeship program or if their performance is not satisfactory. However, you must follow the same procedures for terminating an employee’s employment that apply to other employees.

This typically involves providing the apprentice with feedback on their performance and giving them an opportunity to improve. If the apprentice’s performance does not improve after this feedback and support, you may choose to terminate their employment.

It is important to follow proper procedures when terminating an apprentice’s employment, as failing to do so could result in legal consequences. This may include unfair dismissal claims or other legal action.

While you have the right to terminate an apprentice’s employment if they are not meeting the expectations of their apprenticeship program, it is important to follow proper procedures and to provide the apprentice with the support and feedback they need to succeed.

Do apprentices receive formal qualifications and if so, at what level and how are these assessed?

In the UK, apprentices can receive formal qualifications as part of their apprenticeship program. The specific qualifications that an apprentice can earn will depend on the industry in which they work and the specific apprenticeship program they are enrolled in.

Apprenticeships are available at a variety of levels, from entry-level programs that provide basic skills and knowledge, to advanced programs that prepare individuals for management or leadership roles. The level of the apprenticeship program will determine the level of the qualification that the apprentice can earn.

For example, an apprentice who completes an intermediate-level apprenticeship program may earn a Level 2 qualification, such as a GCSE or an NVQ. An apprentice who completes an advanced-level apprenticeship program may earn a Level 3 qualification, such as an A-level or a BTEC.

Apprenticeships may also include the opportunity to earn additional qualifications or certifications, such as industry-specific certifications or professional licenses.

Apprenticeships are typically assessed through a combination of on-the-job training and assessment, as well as classroom instruction and examination. The specific assessment methods will depend on the industry and the specific apprenticeship program.

Apprenticeships can provide individuals with valuable skills and knowledge and can lead to a variety of formal qualifications, depending on the level and focus of the apprenticeship program.

Can you provide a model apprenticeship policy for our employee handbook?

Here is a sample apprenticeship policy that you can use as a starting point for creating your own policy:

Apprenticeship Policy

Our company is committed to providing opportunities for individuals to learn and grow in their chosen field through apprenticeship programs. This policy outlines our approach to apprenticeships and the rights and responsibilities of apprentices and their supervisors.

Definitions:

• “Apprenticeship” refers to a structured program of training that combines on-the-job experience with classroom instruction, leading to a formal qualification in a specific trade or profession.
• “Apprentices” refers to individuals who are enrolled in an apprenticeship program with our company.
• “Supervisors” refers to the individuals who are responsible for overseeing and providing guidance to apprentices as part of their apprenticeship program.

Eligibility:

• Apprenticeships are open to individuals who meet the specific eligibility requirements of the apprenticeship program they are interested in.
• Eligibility requirements may include factors such as age, education, and work experience.
• Individuals who are interested in applying for an apprenticeship with our company should review the specific requirements for the program they are interested in and ensure that they meet these requirements.

Rights and Responsibilities:

• Apprentices have the right to receive the training and education that is required as part of their apprenticeship program.
• Apprentices have the right to receive feedback on their performance and to be provided with support and guidance to help them succeed in their apprenticeship program.
• Apprentices have the right to work in a safe and healthy environment and to receive the same employment rights as other employees.
• Apprentices have the responsibility to complete the training and education requirements of their apprenticeship program and to meet the expectations of their supervisors.
• Apprentices have the responsibility to adhere to our company’s policies and procedures, including those related to safety, health, and code of conduct.
• Supervisors have the responsibility to provide apprentices with the support and guidance they need to succeed in their apprenticeship program.
• Supervisors have the responsibility to provide regular performance evaluations and feedback to apprentices, and to provide opportunities for development and advancement.

Termination of Apprenticeship:

• Our company reserves the right to terminate an apprentice’s employment if they are not meeting the expectations of their apprenticeship program or if their performance is not satisfactory.
• If an apprentice’s employment is terminated, our company will follow the same procedures for terminating employment that apply to other employees.
• If an apprentice’s employment is terminated, our company will provide the apprentice with feedback on their performance and will offer them the opportunity to improve.

Our company is committed to providing apprentices with the skills and knowledge they need to succeed in their chosen field and to supporting their development and advancement. We believe that apprenticeships are a valuable resource for building a skilled and productive workforce and for fostering a positive company culture.

What is an Apprenticeship Agreement?

An apprenticeship agreement is a legally binding contract between an employer and an apprentice that outlines the specific terms and conditions of the apprenticeship program. The agreement typically covers topics such as the duration of the apprenticeship, the duties and responsibilities of the apprentice, and the training and education that will be provided.

The apprenticeship agreement may also include details on the apprentice’s compensation and benefits, such as the hourly wage or salary they will receive, any paid time off or vacation time they are entitled to, and any other perks or benefits they will receive as part of their apprenticeship program.

The apprenticeship agreement is an important document that outlines the rights and responsibilities of both the employer and the apprentice. It helps to ensure that there is a clear understanding of the expectations and commitments of both parties and can help to avoid misunderstandings or conflicts.

The apprenticeship agreement is a key element of an apprenticeship program and should be carefully reviewed and understood by both the employer and the apprentice before it is signed.

Can you provide a model Apprenticeship agreement?

Here is a sample apprenticeship agreement:

Apprenticeship Agreement

This Apprenticeship Agreement (“Agreement”) is made and entered into on the date of acceptance by the Apprentice and by the Employer.

Parties

• This Agreement is between [Employer] (“Employer”) and [Apprentice] (“Apprentice”).

Purpose

• The purpose of this Agreement is to outline the terms and conditions of the apprenticeship program that the Apprentice will participate in with the Employer.

Duration

• The apprenticeship program will commence on [start date] and will continue for a period of [duration] years.

Duties and Responsibilities

• The Apprentice will be responsible for performing the duties and responsibilities assigned to them by the Employer, as outlined in the job description for the position of [job title].
• The Apprentice will be expected to complete the training and education requirements of their apprenticeship program, as outlined in the training plan provided by the Employer.
• The Apprentice will be expected to adhere to the Employer’s policies and procedures, including those related to safety, health, and code of conduct.

Training and Education

• The Employer will provide the Apprentice with the training and education required as part of their apprenticeship program. This may include on-the-job training, classroom instruction, workshops, or access to training materials and resources.
• The Apprentice will be expected to complete all required training and education in a timely and satisfactory manner.

Compensation and Benefits

• The Apprentice will be compensated at the rate of [hourly wage/salary] per [hour/week/month].
• The Apprentice will be entitled to [paid time off/vacation time] in accordance with the Employer’s policies.
• The Apprentice may be eligible for other benefits, such as [health insurance], in accordance with the Employer’s policies.

Termination of Apprenticeship

This Agreement may be terminated by either party upon [notice period] written notice.
If the Apprentice’s employment is terminated before the completion of their apprenticeship program, the Employer will provide the Apprentice with a statement of the training and education they have received to date.

What is an Apprenticeship frameworks

In the UK, an apprenticeship framework is a structured program of training and education that is designed to provide individuals with the skills and knowledge they need to succeed in a specific trade or profession. Apprenticeship frameworks outline the specific competencies and skills that must be achieved in order to complete the program and may include a combination of on-the-job training, classroom instruction, and assessments.

Apprenticeship frameworks are developed by industry experts and may be specific to a particular industry or trade, or may be more general in nature. They are designed to provide individuals with the knowledge and skills they need to succeed in their chosen field and to prepare them for employment or advancement in their careers.

In the UK, apprenticeship frameworks are typically organized into different levels, ranging from entry-level programs that provide basic skills and knowledge, to advanced programs that prepare individuals for management or leadership roles. The level of the apprenticeship framework will determine the level of the qualification that the apprentice can earn upon completion of the program.

Apprenticeship frameworks are an important part of the UK’s education and training system and play a key role in helping individuals acquire the skills and knowledge they need to succeed in their chosen careers.

Can you provide a model Apprentice Framework?

Here is a sample apprentice framework that you can use as a starting point for creating your own framework:

Apprenticeship Framework: [Industry/Trade]

Level: [Level of Apprenticeship]

Purpose:

• This apprenticeship framework is designed to provide individuals with the skills and knowledge they need to succeed in the [industry/trade] field.
• Upon completion of this apprenticeship framework, individuals will have the skills and knowledge required to work in a variety of roles within the [industry/trade] industry.

Competencies:

• To complete this apprenticeship framework, individuals must demonstrate competency in the following areas:
  • [Competency 1]
  • [Competency 2]
  • [Competency 3]
  • [Competency 4]
  • [Competency 5]

Training and Education:

• This apprenticeship framework includes a combination of on-the-job training and off-the-job training.
• On-the-job training will be provided by the individual’s employer and will focus on the practical skills and knowledge needed to succeed in the [industry/trade] field.
• Off-the-job training will be provided through a combination of classroom instruction and workshops, and will focus on the theoretical knowledge and concepts needed to succeed in the [industry/trade] field.

Assessment:

• To complete this apprenticeship framework, individuals must pass a series of assessments to demonstrate their competency in the areas outlined above.
• Assessments may include practical assessments, written examinations, and oral presentations.

Qualification:

• Upon successful completion of this apprenticeship framework, individuals will receive a [Level] qualification in [Industry/Trade].

This apprenticeship framework is designed to provide individuals with the skills and knowledge they need to succeed in the [industry/trade] field and to prepare them for a variety of roles within the industry. It combines practical on-the-job training with theoretical off-the-job training and assessment to ensure that individuals are well-prepared for their careers.

Is there anything else about Apprenticeships we should be aware of?

Here are a few additional elements that may be relevant to consider when it comes to apprenticeships:

• Duration of apprenticeships: Apprenticeships can vary in length, depending on the specific program and the industry. In general, apprenticeships in the UK are typically between one and four years in duration.
• Off-the-job training: Apprenticeships typically include a combination of on-the-job training and off-the-job training, such as classroom instruction or workshops. The specific amount of off-the-job training will depend on the industry and the specific apprenticeship program.
• Completing an apprenticeship: To complete an apprenticeship, an apprentice must typically meet certain requirements, such as completing a certain amount of on-the-job training, passing required examinations or assessments, and demonstrating their proficiency in their chosen trade or profession. Upon completion of an apprenticeship, the apprentice may receive a formal qualification or certification.

Apprenticeships can be a valuable way for individuals to learn and grow in their chosen field and for businesses to build a skilled and productive workforce. There are a number of elements to consider when it comes to apprenticeships, including the duration of the program, the training and education that will be provided, and the specific requirements for completing the program.

What resources are available for UK employers who want to learn more about apprenticeship schemes?

There are a number of resources available for UK employers who want to learn more about apprenticeship schemes, including:

• Apprenticeships.gov: Apprenticeship.gov is a website maintained by the UK government that provides information and resources on apprenticeships. The website (https://www.apprenticeships.gov.uk/employers)  includes a wealth of information on apprenticeships, including information on the benefits of apprenticeships for businesses, the types of apprenticeships available, and how to get started with an apprenticeship program.  For
  • Scotland see: https://www.apprenticeships.scot/
  • Wales see: https://www.gov.wales/apprenticeships
  • Northern Ireland see:  https://www.nidirect.gov.uk/campaigns/apprenticeships
• Apprenticeship Support and Knowledge for Schools (ASK): ASK is a UK government initiative that provides information and support to schools and colleges that are interested in offering apprenticeships to their students. The ASK website (https://www.apprenticeships.gov.uk/influencers/ask-programme-resources) includes a range of resources on apprenticeships, including information on the different types of apprenticeships available and how to get started with an apprenticeship program.
• Apprenticeship Levy: The Apprenticeship Levy is a tax on UK employers that was introduced in 2017 to fund apprenticeship training and education. Employers with an annual payroll of more than £3 million are required to pay the levy, which is calculated as a percentage of their payroll. The Apprenticeship Levy website (https://www.gov.uk/guidance/pay-apprenticeship-levy) provides information on how the levy works and how employers can use levy funds to support apprenticeship programs.
• Apprentice Agreement Template:  An apprenticeship agreement must be signed at the start of the apprenticeship. It is used to confirm individual employment arrangements between the apprentice and the employer. https://www.gov.uk/government/publications/apprenticeship-agreement-template
• Education & Skills Funding Agency: The Education & Skills Funding Agency is a UK government agency that is responsible for funding and regulating apprenticeship programs in England. The agency’s website (https://www.gov.uk/topic/further-education-skills/apprenticeships) includes information on the types of apprenticeships available, as well as guidance on how to create an apprenticeship program and how to access funding for apprenticeships.

These resources provide a wealth of information and support for UK employers who are interested in offering apprenticeships and building a skilled and productive workforce.

Conclusion

Apprenticeships are a valuable option for individuals who are looking to learn new skills and gain practical experience in a specific field. Whether you are a young person looking to enter the workforce or an experienced professional looking to change careers or learn new skills, an apprenticeship can provide a flexible and accessible pathway to a rewarding and fulfilling career. With a wide range of industries and trades to choose from and the opportunity to earn a wage while learning, apprenticeships can be a valuable option for individuals of any age.