Apprenticeship FAQs

Our apprenticeship guide outlines the benefits that apprentices can bring to your organisation which may help you to build a case. We also have a section on our website that is dedicated to staff engagement that includes information, tools and a resource library with useful techniques that can be adapted to engage managers.  

Yes. off-the-job training can include experience in other departments if it supports the apprenticeship standard, is within the scope of their role, is away from their day-to-day job, and the apprentice gets to learn and practice their skills and knowledge.

No, employers can take on as many apprentices as they can support and the apprenticeship levy that your organisation pays into can support with the funding. From April 2026 unused levy funds will expire after 12 months (reducing from 24 months previously) so plan starts to maximise funding.

Yes, but immigration rules apply. Apprentices must have the right to work in the UK for the full duration of the apprenticeship. 

As apprentices are employed, there is no requirement for the staff supervising them to have a DBS check, however, it is good practice to ensure they have the appropriate skills and qualities to support an apprentice in their new role. 

NHS Employers have developed a poster that employers can personalise to advertise the benefits of apprenticeships to their workforce.

Employers are responsible for paying the apprentice’s wages and complying with the national minimum wage regulations. From April 2026, the apprentice minimum wage will rise to £8.00 per hour.

The NHS Staff Council has some general guidance on apprenticeship employment and approaches to pay. Apprentices must be offered the same conditions as other employees and paid a lawful wage for the time they are in work and in off-the-job training.  

If your organisation pays the levy you can use the funds in your service account for apprenticeship training. Up to 50 per cent of the annual value of the funds can be transferred to another employer, for example an outsourced organisation or across an Integrated Care System (ICS). 

The growth and skills levy is replacing the apprenticeship levy, allowing more flexibility in how funds are spent. From April 2026, it can be used on eligible short and modular courses.

From April 2026, unused levy funds will expire after 12 months instead of 24. The 10 per cent government top-up also ends, and co-investment rises to 25 per cent when funds run out.

The growth and skills levy can significantly support a wider workforce strategy by providing funding for both new apprentices and the upskilling of existing employees, addressing skills gaps and fostering a more engaged and adaptable workforce.  

Off-the-job training is learning that takes place away from the apprentice’s normal duties and contributes to the knowledge, skills and behaviours of the apprenticeship standard.
From August 2025, the 20 per cent rule is replaced by fixed minimum hours per standard, published by the Department for Education. Apprenticeships can now be as short as eight months, provided these hours are met.

Apprentices aged 16 to 18 will still need to secure up to a Level 2 qualification in English and maths, but Functional Skills requirements have been relaxed for adult apprentices. The funding will continue to be available for English and maths qualifications for those over 19 if the employer deems it necessary. 

Once you know which apprenticeship standard or framework you want to deliver you can use the find apprenticeship training service to select an approved apprenticeship training provider in your area. 

If the prior learning is relevant to the apprenticeship being undertaken, then yes. 

Apprenticeships can now be shortened to a minimum of eight months (down from 12) if significant prior learning exists and all other conditions are met. The cost of the apprenticeship must be reduced to reflect omitted training content.

Please see the GOV.uk website for more information on recognition of prior learning.

All apprenticeship standards contain an EPA which must be passed to complete the apprenticeship. The cost of the EPA must be included in the total price for each apprenticeship. The register of apprenticeship assessment organisations lists all the organisations approved to undertake EPAs.  

Assessment reforms announced in late 2025 will allow end-point assessments to be integrated into the training programme for updated standards, rather than delivered as a separate stage. Revised assessment plans will roll out in 2026.

Apprentices may need additional support in the initial stages, especially if this is their first experience of employment but this is likely to decrease as their skills and confidence grow. Where appropriate, supervision or mentoring can be offered by an existing member of staff wishing to gain experience as part of their development. 

Remploy offers a free service to any apprentice who is experiencing mental health difficulties at work or has been signed off sick with a mental health condition but wants to return to work.   

The Department for Education (DfE) has published guidance on how to support apprentices with a learning difficulty or disability, including the funding options available.  

The apprenticeship funding rules contain information on the action an employer must take if the apprentice requires a break in their apprenticeship due to illness, maternity, or other personal reasons.