Since its introduction, the apprenticeship levy has provided an opportunity for the NHS to significantly scale up its approach to embedding apprenticeships across organisations. On this page you’ll find some technical information about what the apprenticeship levy is, and practical information about how to use it within your organisation to support workforce priorities.
What is the apprenticeship levy?
The apprenticeship levy was introduced in April 2017 and is paid by all employers who have an annual pay bill of £3 million or more. The rate of the levy is set at 0.5 per cent of the total pay bill and is paid to HMRC through the PAYE process. Those with a pay bill of less than £3 million don’t pay the levy and use different arrangements to pay for apprenticeship training.
Levy-paying employers set up an online account to access levy funds which are paid in each month. The levy funds are used to pay for apprenticeship training costs, but not employment costs. Any funds that are not used expire 24 months after they enter the account. To help minimise the risk of funds expiring, the funding works on a first-in, first-out basis, with payments taken from those funds that entered the account first.
Procuring apprenticeship programmes
You will need to procure a training provider to run your apprenticeship programmes, unless your organisation is already one. You can find out about how to procure apprenticeship programmes using the Health Education England procurement toolkit. More information about the rules for where most procurement spend and activity takes place can be found at gov.uk.
Dynamic Purchasing System
The Crown Commercial Services (CCS) has developed a dynamic purchasing system (DPS) that makes it easy for employers in the NHS to find the right apprenticeship training, while ensuring they comply with the regulations on public procurement and the apprenticeship funding rules.
CCS Apprenticeship Training Dynamic Marketplace
The Apprenticeship Training Dynamic Marketplace enables providers who register to access procurements run by the CSS and provides apprenticeship training and related services to central government departments and wider public sector organisations. For more information go to CCS apprenticeship training market place
Additional funding of £1000 is available for employers to support 16-18-year olds into employment as these apprentices can require more supervision and pastoral care.
There is also additional funding support of £1000 available for employers who employ apprentices aged 19-24, who have previously been in care or who have a local authority education, health and care plan and may need extra support. For more information on additional funding please visit the gov.uk website.
You can find more information about the apprenticeship levy and how it will works in our apprenticeship levy factsheet. Further guidance for both levy-paying and non levy-paying employers is available on the gov.uk website.
Engaging board members
Delivering successful apprenticeship programmes requires a culture of work-based learning across the organisation. This process starts with engagement from the board, so they understand how they can use apprenticeships and the levy to support workforce planning.
Engaging line managers
Managers and staff must understand the role they can play in making apprenticeships succeed within their teams, and the wider benefits that apprenticeships can bring to teams and departments. Find out how Greater Manchester Mental Health NHS Trust achieved manager and staff buy-in for apprenticeships.
You may wish to consider the following questions when engaging with board members and line managers:
- How can a scaled-up apprenticeship offer act as an enabler of your workforce strategy?
- Does your current apprenticeship offer align to the skills/talent pipeline you will need over the next five years?
- How can the introduction/use of apprenticeships tackle your key workforce challenges?
Making the most of the apprenticeship levy
To gain maximum value from the levy, employers in the NHS are considering where they can use apprenticeships to address significant supply challenges, improve skill mix and diversity, and develop the existing and future workforce.
Our briefings using the apprenticeship levy and maximising your apprenticeship levy showcase examples of how trusts are gaining the most from their apprenticeship levy.
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