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Apprenticeship funding in England helps cover eligible training and assessment costs. The funding available depends on whether your business pays the apprenticeship levy, the apprentice’s circumstances and the programme’s start date.

Levy-paying employers can use available funds in their apprenticeship service account. For non-levy employers, eligible apprentices aged 16 to 24 can receive fully funded training and assessment within the funding band maximum. For other apprentices, an employer contribution normally applies. We can help you understand the arrangements relevant to your business.

Yes. Apprenticeships can help existing employees develop new skills and progress within your business. They are suitable for people at different career stages, including those taking on new responsibilities.

The programme must provide meaningful new learning and be relevant to the employee’s role. Previous qualifications and experience are considered when assessing suitability and funding eligibility.

The duration depends on the apprenticeship programme, its level and the apprentice’s existing knowledge and experience. Working hours can also affect the overall timescale.

The training provider will confirm the expected duration, training schedule and assessment requirements before the programme begins, so you and your apprentice can plan ahead.

The training provider supports the apprentice through teaching, feedback and progress reviews. The approach may include online learning, individual tutorials and workplace activities, depending on the programme.

As the employer, you provide day-to-day supervision and opportunities to apply new skills. Together, you and the training provider help the apprentice stay on track and identify any additional support they need.

The cost depends on the programme, available funding and whether your business pays the apprenticeship levy. For non-levy employers in England, eligible apprentices aged 16 to 24 can have their training and assessment fully funded within the funding band maximum. For other apprentices, a 5% employer contribution normally applies.

You must also budget for the apprentice’s wages, paid training time and any costs outside the funding arrangements. Any applicable recruitment or service fees should be confirmed separately before you proceed.

You must provide a suitable paid role, a safe working environment and the supervision needed to help your apprentice develop. You must pay the applicable minimum wage and allow paid time for the required training.

You will also need an apprenticeship agreement and an agreed training plan. Regular involvement in progress reviews helps ensure the apprentice receives relevant workplace experience and support throughout the programme.

Hiring an apprentice gives you the opportunity to develop someone’s skills around the needs of your business. They combine practical workplace experience with structured learning, building confidence and competence as they progress.

An apprenticeship can also support succession planning, bring fresh perspectives to your team and create a clear development pathway that encourages long-term commitment.

Off-the-job training is planned learning that develops the knowledge, skills and behaviours required for the apprenticeship, beyond the apprentice’s usual day-to-day duties.

It takes place during paid working hours and can include tutorials, workshops, online learning and practical training. It does not necessarily mean leaving the workplace. The training provider will agree a training plan that meets the programme’s requirements.

Apprenticeships in England are generally available to people aged 16 or over who are not in full-time education. Applicants can be new recruits or existing employees.

Eligibility also depends on residency and right-to-work requirements, previous learning, the job role and any programme-specific entry criteria. The training provider will check these details and confirm funding eligibility before enrolment.