Off-the-job training is a critical component of apprenticeships, but what exactly does it entail? In this guide, we’ll break down the essentials, explore recent developments and examine how structured learning sets apprentices up for long-term success.
Off-the-job training: What is it?
Off-the-job training is a legal requirement set out by the government within the funding rules for all apprenticeships in England. It refers to the training undertaken by the apprentice within their practical period during their working hours, with the purpose of achieving the required knowledge, skills and behaviours of the apprenticeship they’re completing.
Within the 2025 funding rules, the exact number of off-the-job training hours is set per individual standard – with an absolute minimum of 187 hours and a minimum apprenticeship programme length of eight months. With Damar, the required off-the-job training hours are clearly set out within the training plan that is provided to the apprentice and their workplace supervisor at the start of the apprenticeship.
Off-the-job training hours will therefore vary by individual and by apprenticeship, but generally, apprentices will need to complete six to eight hours a week.
What counts as off-the-job training?
To count as off-the-job training, an activity must be during paid working hours, be directly relevant to the apprenticeship standard, and enable the development of new knowledge, skills, and behaviours. It includes taking part in activities (set by the provider or by the employer) that go beyond the expected job role, such as:
- Online learning
- In-house training sessions
- Shadowing
- Mentoring and coaching
- Research
- Wider sector-specific reading or training
- Podcasts, webinars or conferences.
At Damar, our apprenticeships provide a range of off-the-job training activities such as:
- Damar OpenLearning: 24/7 access to our virtual learning environment, including interactive modules and videos
- Group workshops and coaching sessions: Regularly scheduled, interactive workshops and group coaching sessions hosted by subject experts and coaches
- 1:1 coaching visits: Every six weeks, a dedicated Damar coach will meet with the apprentice to ensure they are successfully applying their training and skills to their role
- Portfolio building: The apprentice uses OneFile to document their progress and prepare for final assessments.
However, we do also encourage employers and the apprentice’s workplace supervisor to provide additional learning opportunities that count as off-the-job training.
What does not count
It’s also worth knowing what doesn’t count as off-the-job training. Apprentices should not include any of the following activities as off-the-job training:
- Initial assessments and onboarding
- English and Math functional skills qualifications
- Training to acquire knowledge not required by the apprenticeship standard
- Examinations or other on-programme testing
- Training which takes place outside of normal hours, unless paid for in time off in lieu.
Why is it valuable for apprentices and employers?
Off-the-job training is incredibly important in ensuring that the apprentice develops the necessary competency to meet the apprenticeship standard and perform in their job role. It is the activity that will enable the apprentice to build their confidence and skills, allowing them to become a more productive and effective employee.
For an employer:
- There is clear visibility of expectations and outcomes, with learning objectives and activities all set out in the training plan
- Progress can be tracked to ensure the apprentice is developing the competencies they need to perform in their role
- Apprentices receive expert input from experienced coaches and subject specialists, giving them access to a broad pool of knowledge
- There is a reduced burden on the employer to deliver the required training and development internally
- The apprentice will continually learn new knowledge, skills and behaviours which can be immediately implemented in the workplace.
For an apprentice:
- The apprentice has protected time to undertake activities away from the distractions of their day-to-day role
- They are able to learn from experienced and qualified coaches and tutors who can provide a variety of perspectives
- Apprentices can also engage in peer-to-peer learning with other individuals on the same programme
- They learn the knowledge, skills and behaviours that have been set out by industry leaders as necessary elements to perform effectively in that job role
- Their learning will support them in their current job role, but also be an asset in all future roles throughout their career.
Who manages off-the-job training?
Off-the-job-training is a collaborative effort between three key parties: the employer, apprentice and training provider.
At Damar, all of the off-the-job training we provide is set out in the apprentice’s training plan. The apprentice then logs all of their activities and hours, including any additional off-the-job that the employer has provided in our management system, OneFile.
Regular review meetings (every 12 weeks) between the apprentice, workplace supervisor and coach ensure that the apprentice is staying on track with their off-the-job training and, where they are falling behind, measures can be agreed to ensure they get back on track.
As an employer, your responsibility is to ensure that the apprentice is given sufficient time during their work week for off-the-job activities.
Build a future-ready workforce with Damar Training
Off-the-job training is a key element of every apprenticeship and is the mechanism through which the apprentice becomes a confident, skilled employee who can support your organisational goals.
If you’d like to understand more about how off-the-job training works, please get in touch. We’d be happy to help.