Frequently Asked Questions

Apprentices combine paid work with structured learning. Each apprenticeship has a minimum number of Dedicated Learning Time (off-the-job training) hours, set nationally for that standard, which the apprentice completes during their normal paid working hours. Some apprentices may need extra time, for example to work on their English and maths.

This learning can include our workshops and one-to-one tutor sessions, shadowing, mentoring, industry visits, and time spent on assignments and research. It can take place at the apprentice’s usual place of work, as long as it isn’t part of their normal day-to-day duties.

Alongside this, on-the-job training, supported by a workplace mentor, helps the apprentice develop the specific skills their role needs. By the end of their apprenticeship, they should be able to show they can perform confidently to the standard set by industry.

Most Apprentices work full-time hours, between 30 and 40 per week.

Apprenticeships are available to individuals working less than 30 hours, although your planned time to complete will be extended to account for your reduced hours.

All of our Apprentices work at least 16 hours per week.

Dedicated Learning Time – also known as off-the-job training – is learning that takes place during the apprentice’s normal paid working hours and develops the new knowledge, skills and behaviours set out in their apprenticeship standard.

It can include workshops, one-to-one tutor sessions, shadowing, mentoring, assignments and revision, and can take place at their usual place of work, as long as it isn’t part of their regular duties.

Each apprenticeship has a minimum number of hours, set nationally. The Dedicated Learning Time hours shown on each of our programme pages are the total the apprentice will record across their programme.

An Apprenticeship Standard sets out a job role and the knowledge, skills and behaviours someone needs to do it well. Standards are designed by employers and approved by Skills England, and every apprenticeship in England is now based on one – so you know the training matches what your industry actually needs.

Most apprenticeships finish with an independent assessment – often called End Point Assessment, or EPA – where the Apprentice shows they’ve developed the knowledge, skills and behaviours set out in their Standard.

The government is reforming apprenticeship assessment, so on some programmes it’s now more flexible or built into the training. For example, our Adult Care Worker Level 2 apprenticeship no longer has a separate EPA. Each programme page explains how assessment works.

Apprenticeships are not only for school leavers – anyone can study for an Apprenticeship at any age, as long as they meet the eligibility criteria. In most cases, anyone aged 16 or over who has the right to work in the UK and spends at least half their working hours in England can be accepted, provided the Apprenticeship will give them significant new knowledge, skills and behaviours.

Yes. Apprenticeships aren’t just for new recruits – many businesses use them to upskill existing employees and support their continuing professional development, as long as the Apprenticeship gives them significant new knowledge, skills and behaviours.

There’s no upper age limit. Apprentices need to be at least 16 when they start (or 15, if their 16th birthday falls between the last Friday in June and 31 August and they’ve finished Year 11). They must have the right to work in the UK and spend at least half their working hours in England.

Some programmes are only funded for apprentices aged 16–24 when they start – for example, our Administrative Assistant Level 2 apprenticeship. Each programme page tells you if this applies.

Apprentices must be paid at least the apprentice minimum wage – £8.00 an hour from 1 April 2026 – if they’re under 19, or aged 19 or over and in the first year of their Apprenticeship. After that, they must be paid at least the National Minimum Wage for their age (£10.85 an hour for 18–20 year olds, £12.71 for those aged 21 and over).

Apprentices get the same rights as other staff, including holiday, and must be paid for their Dedicated Learning Time and any time spent training. Existing employees who start an Apprenticeship keep their current pay and terms, with an Apprenticeship agreement added. Full details: Pay and conditions for apprentices – GOV.UK

An employee’s status as an Apprentice affects the minimum wage you can pay, but there’s no upper limit. Many of our Apprentices receive pay rises and promotions prior to completing their course due to strong performance.

You pay the Apprentice’s wages and usual employment costs, as you would for any member of staff. The training is funded through the Growth and Skills Levy, and what you contribute depends on your size and the Apprentice’s age when they start:

• Aged 16–24, and you pay the levy: the cost comes from your levy account. If your funds run out, you won’t pay anything towards the shortfall.
• Aged 25+, and you pay the levy: the cost comes from your levy account. If your funds run out, you pay a 25% contribution towards what your funds cannot afford to cover.
• Aged 16–24, and you don’t pay the levy: the government covers 100% of the training costs.
• Aged 25+, and you don’t pay the levy: you pay a 5% contribution, and the government pays the 95% balance.

You may also be eligible for extra payments – for example, £1,000 for taking on an Apprentice aged 16–18 (or under 25 with an Education, Health and Care plan or who has been in care). We’ll check what you can claim when you sign up.

The Apprenticeship Levy – now called the Growth and Skills Levy – is paid by UK employers with an annual pay bill over £3 million. It’s 0.5% of your pay bill, collected monthly through PAYE, and you get an allowance of £15,000 a year to offset against it.

The money goes into your apprenticeship service account to spend on apprenticeship training and assessment with approved training providers like us. It can now also pay for apprenticeship units – short, focused courses in specific skills. Further details are here: About Apprenticeship Levy

From 1 August 2026, levy funds expire after 12 months (funds added before then still have 24 months), and the government no longer adds a 10% top-up. It’s worth planning your apprenticeships early so nothing goes to waste.

Hiring an Apprentice is a productive and effective way for any business to grow talent and develop a motivated, skilled and qualified workforce.

Employers with an established Apprenticeship programme reported that productivity in their workplace had improved by 76%, while 75% said that Apprenticeships improved the quality of their product or service.

Other benefits that Apprenticeships contribute to include:

• increasing employee satisfaction
• reducing staff turnover
• reducing recruitment costs

A genuine job must be available with a contract of employment long enough for an Apprentice to complete their Apprenticeship, including the End Point Assessment (EPA) period. Employers must pay an Apprentice’s wages, and the role must help them gain new knowledge, skills and behaviours that they need to achieve the Apprenticeship, with support from the employer.

Employers need to have the following in place – and we will facilitate all of this for you:

• An Apprenticeship agreement in place with their Apprentice for the duration of the Apprenticeship
• A training plan agreed by the Apprentice, their employer and the provider, setting out what training will be delivered, how Dedicated Learning Time will be met, and everyone’s responsibilities. Towards the end of the programme, all three confirm the training has been completed.
• A genuine job for the full length of the apprenticeship, plus the End-Point Assessment (EPA) period. The length varies by programme, with a minimum of eight months of learning.

Yes, you can hire as many Apprentices as you want – there isn’t a limit.

Levy-paying employers can transfer up to 50% of their annual levy funds to other employers. Transfers cover the full cost of training, so the receiving employer pays nothing. Since August 2026, transferred funds can also pay for apprenticeship units.

If your Apprentice is aged 16–24, their training is already fully funded, so a transfer is most useful for Apprentices aged 25 and over.

Unlike many other training providers, our courses are delivered at your workplace without requiring learners to leave their place of work to attend training sessions and workshops. We bring all of the training to you! You will still need to ensure the Apprentice has enough time put aside in order to work on their set coursework and attend our sessions, which will be scheduled to mutually satisfy all parties.

This time counts towards their Dedicated Learning Time – see What is Dedicated Learning Time? above.

When their Apprenticeship ends, you decide whether to keep them on – and most employers do. Over 90% of our Apprentices stay with their employer after finishing.

If they stay, check they’re on the right pay: the apprentice minimum wage only applies to under-19s or Apprentices in their first year, so once their Apprenticeship ends they must be paid at least the National Minimum Wage for their age. Full details: Pay and conditions for apprentices – GOV.UK

Want to keep developing them? They can move on to a higher-level Apprenticeship with us.