Apprenticeship schemes for employers

How apprenticeships work for employers

Whether you’re looking to upskill your existing team or are eager to bring in fresh talent, understanding how apprenticeships work is essential.

As a leading apprenticeship provider, the experts from Damar Training are here to explain how apprenticeship schemes for employers work and how you can leverage them to create a stronger workforce.

What is an apprenticeship?

An apprenticeship is a paid job that offers hands-on work experience alongside off-the-job training. It’s designed to turn the apprentice into a fully competent professional in a specific trade or career. There are many different types of apprenticeships, such as the accounting, customer service and solicitor apprenticeships that we offer here at Damar Training.

Every apprenticeship has certain components that it’s important to understand:

Apprenticeship stages: There are four key stages to apprenticeships, including onboarding, on programme, gateway and the apprenticeship assessment
Apprenticeship levels: There are different levels of apprenticeships, which are mapped directly to the national education framework
Eligibility factors: Apprentices must be at least 16 years old, work at least 50% of their time in England and have a sufficient skills gap that will enable them to benefit from the training – some specific apprenticeship programmes have additional eligibility criteria.

Recruiting apprentices

If you’re recruiting a new member of staff as your apprentice, it’s key to remember that you are looking for someone who has potential, rather than someone who can ‘hit the ground running’. Some training providers, such as Damar Training, can support you to recruit an apprentice free-of-charge.

It’s likely your recruitment process will need to involve three key stages:

Planning: Identifying the role and responsibilities
Advertising: Promoting your opportunity to attract suitable candidates
Selecting: Interviewing and selecting your new apprentice.

Funding and financial support

Wondering how apprenticeships are funded? Here’s a breakdown of the financial support available to you as an employer.

The apprenticeship levy

The apprenticeship levy is applied to private and public sector organisations with an annual payroll bill of more than £3 million. Companies can then use the money within their levy pot to fund apprenticeship training.

Government co-investment for SMEs

If your pay bill is under £3 million, then the majority of the apprenticeship training will be funded by the government. If your apprentice is under the age of 22 at the start of their programme, the government will pay 100% of the training and assessment costs, with 95% funding available for those 22 and over.

Apprentice wages

You’ll also need to consider your apprentice’s wages. Ensure you’re paying your apprentice the legal minimum apprenticeship wage, which usually increases every April.

Additional support and grants

There is an apprenticeship incentive payment for employers hiring an apprentice aged 16 to 18 (or if they are 19 to 24 and have an Education, Health and Care plan or are a care leaver). It’s paid to you, the employer, via your training provider and can be spent on whatever you choose. Learn more by reading our blog: What is an apprenticeship incentive payment?

Legal obligations as an employer

As an employer of an apprentice, there are some legal obligations you need to adhere to:

Employment law compliance: Ensure you’ve outlined your contract of employment, rights and responsibilities, and discussed health and safety procedures with your apprentice
Training and development requirements: Make sure your apprentice is provided with the minimum training time during contracted working hours, as set out in their training plan
Duty of care: You’re responsible for the safeguarding and welfare of your apprentice
Record keeping: All important documents, such as their contract of employment, the apprenticeship agreement and the training plan, should be shared and signed by all parties.

Training and assessment requirements

When it comes to the apprenticeship training, you must ensure that your apprentice is completing all of the necessary training and assessments:

Off-the-job training

The number of hours that the apprentice needs to spend on their apprenticeship studies – or off-the-job-training is set out in their training plan. Most apprentices, on average, spend six to eight hours per week on their apprenticeship.

Providing sufficient off-the-job training time is a legal requirement. Apprentices cannot be expected to complete this work during their own time.

Off-the-job training is made up of all the workshops and coaching provided by the training provider, as well as any independent study they set for the apprentice. There are a number of activities that you can provide as the employer that would also count as off-the-job training, such as shadowing, mentoring and secondments. Find out more about off-the-job training.

On-the-job development

Outside of their apprenticeship studies and any additional opportunities you provide, the apprentice will be constantly developing new skills and knowledge whilst undertaking their day-to-day role. You should ensure you’re providing the correct line management and supervision, and creating an environment that offers effective learning opportunities.

Assessment and progress reviews

Your training provider will set up progress review visits that involve the apprentice, their supervisor or line manager and their coach. These visits are an opportunity to ensure that the apprentice is on track and to identify any areas for further improvement.

At the end of the programme, the apprentice will complete their apprenticeship assessment – a final, independent assessment that demonstrates the apprentice has acquired the necessary skills, knowledge and behaviours to perform effectively in their role.

Upon successful completion, your apprentice will be sent their certificate.