Apprenticeships offer so many benefits for both the employer and the apprentice.

They’re a great way to expand your workforce, offering you the opportunity to bring diversity and fresh new talent into your teams. They’re also an innovative way to address skills gaps within your business, as they’re flexible enough for you to upskill existing staff, as well as shaping the development of new team members.

Anyone aged 16+ is suitable for an Apprenticeship, including mature staff, as there is no upper age limit. However, the apprentice must have been a UK resident for three years or more to be eligible.

• Tailored training: our industry-expert lecturers and assessors collaborate with employers to develop training that aligns with your business needs, ensuring your workforce stays ahead of industry trends.
• Cost-effective staff development: Apprenticeships offer a budget-friendly approach to staff training. Depending on your business size, up to 100% of training costs could be government-funded.
• Enhanced retention and morale: investing in Apprenticeships can boost employee loyalty and satisfaction. Studies show that 80% of employers report higher staff retention, and 92% observe increased workforce motivation and satisfaction.
• Diverse talent pipeline: Apprenticeships provide access to a broader talent pool, promoting diversity and inclusion, and building a workforce that reflects a wide range of backgrounds and perspectives.

An Apprenticeship Standard is essentially the course that the apprentice is going to do to achieve their qualification. It sets out what the apprentice needs to be doing in their job role, and details the specific knowledge, skills, and behaviours (KSBs) that the employer and City College will work together to develop during their Apprenticeship.

Choosing the most suitable Apprenticeship Standard starts with understanding the job role your apprentice will be performing.

Whether they’re a new hire or an existing team member, the first step in starting an Apprenticeship is identifying:

• the key job responsibilities, including the job title, purpose of the role, and job location
• a person specification, outlining the essential and desirable skills, knowledge, and experience you’re looking for.

Apprentices work towards a nationally recognised qualification during their programme, which can take between one and five years to achieve, depending on the qualification level.

At the end of the training period, apprentices complete an End-point Assessment (EPA), which tests the knowledge, skills and behaviours they’ve developed.

Passing the EPA is how they achieve their full Apprenticeship certification.

Off-the-job (OTJ) training is paid learning time that the apprentice completes during working hours, separate from usual job tasks.

Employers are required to give apprentices at least six hours per week paid OTJ time, which can include classroom sessions, online learning, or practical skill development at work, but outside of their usual job role.

Employers are responsible for paying their apprentice’s wages and, in some cases, may need to contribute a small amount towards the training costs, depending on the size of the business and the apprentice’s age.

Setting a starting salary is a key part of creating an appealing Apprenticeship offer. While pay is important, it’s a good idea to consider the full package to attract the right candidates.

Researching current market trends is a good starting point: when you know what other employers are offering in terms of salary and benefits for similar Apprenticeship roles, you’ll be able to put together a compelling package to attract the right person.

Talk to our team about successful past recruitment efforts, as they’ll be able to advise as to what worked well and what attracted the best candidates in your industry.

If you’re enrolling a current employee onto an Apprenticeship, their existing terms and conditions of employment typically remain unchanged.

The key difference is the requirement for off-the-job training. To meet this requirement, 20% of your employee’s paid working hours must be dedicated to training that falls outside of their usual job responsibilities. This means you’ll continue to pay their full wage, even during the time spent away from their day-to-day duties.

Apprentices are entitled to the same employment rights as other staff members, including holiday and sick pay. This means they should receive at least 20 days of paid holiday per year plus bank holidays, based on a full-time contract.

They are also eligible for Statutory Sick Pay (SSP) if they meet the relevant criteria, and may receive additional company sick pay depending on your organisation’s policies.

The government updates the National Minimum Wage (NMW) each year, including a specific rate for apprentices.

The rate depends on the apprentice’s age and the stage of their Apprenticeship.

• Apprentices aged under 19: £7.55 per hour.
• Apprentices aged 19+ in the first year of their Apprenticeship: £7.55 per hour.
• Apprentices aged 19+ who have completed the first year of their Apprenticeship:

• aged 19-20 – £10.00 per hour
• aged 21 and over – £12.21 per hour.

These rates are the legal minimums that you are required by law to adhere to. However, many employers choose to pay above these rates to attract and retain talent.

The apprentice minimum wage is the legal baseline – but it’s considerably lower than standard NMW rates.

Many employers choose to pay above the minimum wage to attract and retain high-quality candidates. Offering a higher wage can help your vacancy stand out, increase motivation and loyalty, and reduce the risk of early dropouts. It also shows that you value your apprentice’s contribution, helping to build a positive workplace culture.

In our experience, apprentices who feel well-supported by their employer are more likely to stay with the company after completing their training, offering loyalty and long-term value for your business.

If your organisation has an annual UK payroll exceeding £3 million, you’re required to pay the Apprenticeship Levy. This levy is set at 0.5% of your total payroll and is collected monthly via HMRC. The funds are then available in your Apprenticeship service account to invest in Apprenticeship training.

If your annual payroll is under £3 million, you don’t pay the levy. However, the government supports Apprenticeship training through co-investment:

• apprentices aged 16-21 – the government covers 100% of the training costs
• apprentices aged 22-24 with an Education, Health and Care Plan (EHCP) or who are care leavers – the government covers 100% of the training costs
• apprentices aged 22 and over without an EHCP or care leaver status – employers contribute 5%, which is typically between £225 and £500 per year.

Employers with fewer than 50 employees may also be eligible for additional support. Get in touch with our Apprenticeships team who can help you to find out what you’re eligible for.

Employers receive a £1,000 incentive payment when they take on an apprentice who is:

• aged 16 to 18 years old, or
• aged 19 to 25 years old with an EHCP or who has been in the care of their local authority.

This payment can be used to support the apprentice in various ways, such as covering travel expenses, purchasing uniforms, or contributing to their salary.

Employers are exempt from paying Class 1 National Insurance contributions for apprentices under the age of 25, provided their earnings are below the higher tax rate threshold. This exemption can result in significant savings over the course of the Apprenticeship.

Because Apprenticeships are part of a government programme, certain documentation is mandatory at the start of every Apprenticeship.

• Contract of Employment – apprentices are employees and must have a formal employment contract in place, just like any other staff member. Our Apprenticeships team can support you to ensure this is set up.
• Apprenticeship Agreement – this is a document we’ll supply to outline the terms of the agreement between you and your apprentice.
• Training Plan – formerly known as the Commitment Statement, this document details the training schedule, including off-the-job hours, and defines how you, your apprentice, and City College will work together. It’s important to note that the apprentice’s off-the-job hours are not considered as ‘time off’ or a part of their annual leave. It’s the employer’s responsibility to pay the apprentice at their normal rate of pay for these weekly off-the-job hours.
• Training Contract/Service Level Agreement – this agreement with City College sets out the programme structure and communication expectations.

You’re expected to provide a structured, supportive environment for your apprentice, including:

• a dedicated workplace mentor
• regular feedback and guidance
• participation in progress reviews with a reviewing officer from the College at least every three months
• ongoing communication with the College to monitor progress and identify support needs.

Health and safety

You’re also responsible for ensuring the health, safety, and welfare of your apprentice in line with the Health and Safety at Work Act 1974 and safeguarding standards.

In terms of our obligations as a training provider, this means that we will need to conduct a health and safety assessment, and we will ask you for a copy of the relevant liability insurance documents in order to safeguard the apprentice.

Training commitments

Your apprentice will need to work 30-40 hours per week, during which time you’ll provide training and mentorship relevant to their role. You must also allow them time to complete a minimum of six hours of off-the-job training per week included in their total paid working hours. This could include College attendance, as well as other learning activities as outlined in their Training Plan.

Employment standards

Apprentices must be paid at least the National Minimum Wage applicable to their age group. They are expected to act professionally as any staff member would be, and to attend all training, complete reflective logs, and adhere to your organisation’s code of conduct.

Our Apprenticeships team is here to guide you through the entire process, from recruitment to completion. You’ll receive:

• a named account manager
• help securing your funding, accessing incentives, setting up your digital account, and completing the right paperwork
• support with job descriptions, advertising, access to our talent pool, and interviews
• ongoing guidance throughout the Apprenticeship journey.

If an apprentice leaves before completing their programme, their contract of employment ends just like with any other employee. You are not required to repay any training costs already covered by government funding. Our team can also help you find a replacement or reallocate the training where appropriate.

Yes! Many employers choose to grow their workforce with multiple apprentices. We’ll work with you to ensure the right support is in place so each apprentice gets the attention and training they need.

No problem. Our Employer Training Advisors are experts at helping you choose the right Apprenticeship standard for your business needs. They’ll talk through your job roles with you, recommend the most relevant Apprenticeship Standard, and let you know about any other training opportunities at the College that suits your needs – much of which is government funded too.

Yes, each apprentice should have a designated mentor in the workplace. This doesn’t have to be formal – just someone who can provide regular guidance, answer questions, and support their development.

You’ll receive regular updates through scheduled reviews with our team. These reviews take place every 12 weeks, when a Reviewing Officer will meet with both you and your apprentice in the workplace. This is a requirement of the Apprenticeship process, and helps us all to ensure the apprentice is on track and stay ahead of any issues that may arise.

Absolutely. Apprenticeships are a great way to upskill your current team, and to improve employee satisfaction and retention. We’ll work with you to adapt the training plan to the employee’s working pattern, and level of experience.

We provide additional support where needed, including Learning Support Assistants, and more frequent progress reviews. We’ll work closely with you to put plans in place if extra help is required.

A Supported Apprenticeship is typically offered to an apprentice with learning support needs – usually a young person aged 16 to 24 with an Education, Health and Care Plan (EHCP) – but it can also be offered to more mature apprentices. It differs from a regular Apprenticeship by providing tailored support, such as additional mentoring, a Learning Support Assistant, or workplace adjustments. It can also last longer than a standard Apprenticeship, allowing more time to complete the required training and achieve the qualification.

It depends on the Apprenticeship and your industry. Some include regular day release to College, while others are delivered mostly in the workplace or entirely online. We can confirm the exact delivery plan when we discuss your requirements.