What they mean for Damar employer partners
Version 1 of the Apprenticeship Funding Rules for apprentices who start during the 2025-6 academic year was published on 15 May 2025. The rules are contractually binding on employers and providers and so it is important to understand both the rules and the changes. Bear in mind that:
- The rules only apply to apprentices starting between 1 August 2025 and 31 July 2026, although you can expect most of the changes to continue into future years.
- There are often further minor changes, so there may be updates to the rules.
- We have included the changes to level 7 apprenticeship funding announced separately on 27 May.
- This is only a summary, with an emphasis on changes relevant to Damar’s provision.
Key points:
Off the job training time and minimum programme duration
The previous minimum of six hours a week (on average) of off-the-job training time and a 12-month minimum duration for all apprenticeships are being replaced by:
- A minimum number of off-the-job training hours for each apprenticeship standard and
- A minimum duration of eight months.
This means that an apprentice cannot complete their apprenticeship unless they have completed at least the minimum specified hours of training over a period of at least eight months.
Apprentices with relevant prior learning can complete in fewer hours of training subject to:
- A corresponding reduction in price (at least 50% of the pro-rata reduction, to reflect fixed costs) and
- An absolute minimum of 187 hours of off-the-job training and 8 months’ programme duration.
What this means in practice
- No change to the amount of content in Damar’s programmes or the usual planned duration (we already plan for more than the minimum required hours)
- Programme lengths no longer need to be extended for part-time workers. This makes planning easier but bear in mind the operational impact of the programme as the ratio of off-the-job training to working hours will be higher
- An apprentice who has worked hard, reached operational competence and completed their planned hours of off-the-job training no longer needs to wait until 12 months has passed. This is only likely to be relevant for apprenticeship standards with shorter planned durations (12-15 months).
Level 7 apprenticeships
From 1 January 2026, apprenticeships at level 7 will no longer be eligible for government or Apprenticeship Levy funding for apprentices aged 22 or over on enrolment (or for those 25 and over where they are care leavers or have an Education, Health and Care Plan). All existing apprentices are unaffected.
What this mean in practice
Damar offers the level 7 solicitor apprenticeship. We have July and September all-age start windows and will work to have a final all-age window at the end of the year so that this autumn’s progressions from the paralegal apprenticeship and other applicants do not find themselves excluded.
Beyond the year-end there is reassurance for under 22s, including for the many young people who begin, aged 18 or 19, on the two-year level 3 paralegal apprenticeship which they and employers can use as a stepping stone to the solicitor apprenticeship when they are aged 20 or 21.
For those aged 22 or over, we are confident that solutions will be developed over the coming months that preserve many of the benefits of the current pathway, albeit with some additional employer investment.
Decisions around functional skills
Successfully completing functional skills in maths and English remains compulsory for apprentices aged 16-18 on enrolment without suitable equivalent prior qualifications (excluding those on foundation apprenticeships). At 19+, the decision to study for and (as a minimum) attempt functional skills is employer-led. There must be a conversation about this as part of the initial assessment.
What this means in practice
No change for Damar apprenticeships. We have strong all-age support for functional skills and already discuss maths and English requirements as part of the initial assessment process.
Foundation apprenticeships
The first seven Foundation Apprenticeships have been announced. These are broad-based, shorter form apprenticeships designed for 16–21-year-olds. The first foundation apprenticeships are in building and related trades, IT, engineering and manufacturing, and health and social care.
What this means in practice
The first foundation apprenticeships do not support progression routes into business and professional services. As and when foundation apprenticeships suitable for Damar’s areas of specialism are developed, we expect to offer them, subject to employer demand.
Changes to end-point assessment
End-point assessment is being reformed. There are no immediate changes, other than for foundation apprenticeships but, over time, we expect:
- Assessments not always all taking place at the end of the apprenticeship
- Providers permitted to mark some of the assessments
- Assessment methods not necessarily prescribed in the assessment plan
- Employers trusted to sign off on behaviours.
What this means in practice
No immediate change other than for foundation apprenticeships as it will take time for assessment plans to be reviewed. No change for apprentices enrolled under current assessment plans.
Damar’s Profiler assessment tool already provides a strong, evidenced-based measure of apprentice behaviours and we expect to continue to use this to support employer decision -making.
Other changes
There are numerous other minor changes to terminology and clarifying aspects of apprenticeship eligibility. Should these be relevant to your circumstances, our team will pick them up during the planning process.
Damar’s website and other materials will be updated over the coming weeks to reflect the changes.