Answers to frequently asked questions from employers about apprenticeships.
24 July 2025
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Recruitment
All apprentices must have a contract of employment which is long enough for them to complete the apprenticeship programme. They must also have a job role (or roles) that provides them with the opportunity to gain the knowledge, skills and behaviours needed to achieve their apprenticeship.
The minimum duration of 12 months is based on an apprentice working at least 30 hours a week, including any off-the-job training they undertake. If the apprentice works fewer than 30 hours a week, or where a part-time working pattern is needed, you must agree with the training provider to extend the apprenticeship accordingly.
We 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. In our apprenticeship guide we outline the benefits that apprentices can bring to your organisation which may help you to build a case.
Yes, as long as the activity 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.
You can only use the funds in your apprenticeship service account, or government employer co-investment, for those individuals who are considered eligible. They must have the right to work in England and have an eligible residency status. This applies to citizens from both within and outside the European Economic Area.
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.
Apprenticeship wages
Employers are responsible for paying the apprentice’s wages and complying with the national minimum wage regulations. 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.
From April 2016, employers are not required to pay employer National Insurance Contributions for apprentices under the age of 25 on earnings up to the upper earnings limit.
If your organisation pays the apprenticeship 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 apprenticeship 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.
From 1 January 2026, funding for level 7 apprenticeships will no longer be available for those over 21. For those with an EHCP or care leavers, funding will be available until age 25.
Training and Assessment
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.
Yes, but employers wanting to deliver apprenticeship training, either to their own staff or to other employers’ staff will need to become a registered apprenticeship training provider. Employers can use funds in their apprenticeship service account to pay for some of the related costs of being a training provider.
If the prior learning is relevant to the apprenticeship being undertaken, then yes. 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.
Support
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.
Additional payments are available to support younger apprentices, young care leavers and young adults up to 25 who have an education, health and care plan (EHCP). There is additional funding to help apprentices gain a Level 2 in English and maths, and for those with a condition such as dyslexia, learning difficulties or disabilities.
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.
