Words: Hannah Hockley

With regular updates to apprenticeship rules, it can sometimes be difficult for employers to understand what is actually changing.

But the reality is that many of the recent updates are designed to make apprenticeships more flexible and accessible for employers. The challenge is understanding what they mean and how they could actually affect recruitment decisions.

One of the biggest changes has been around training requirements. Employers have traditionally heard a lot about the “20% off-the-job training” rule, which often created concern around losing an apprentice for a day each week. However, recent changes move towards a set number of training hours linked to each apprenticeship standard, giving providers and employers more flexibility in how training is actually planned and delivered.

For employers, particularly in the KBB sector where workloads can fluctuate, that flexibility could help make apprenticeship planning even more manageable. Importantly, it doesn’t mean apprentices are receiving less training. The aim remains the same: ensuring apprentices gain the skills, needed to become competent in their role.

There has also been an increasing focus on encouraging more young people into work and creating clearer pathways into employment. Skills shortages continue to affect many industries, and apprenticeships are increasingly being viewed as a way of building a future workforce rather than simply filling an immediate vacancy.

This has also led to increased support for employers creating opportunities for young people entering work. For instance, depending on eligibility and circumstances, companies may be able to access grants of up to £5,000 when recruiting an apprentice.

Many businesses still assume apprenticeships involve significant upfront costs, and this is a particularly common view in smaller companies.

In reality, apprenticeship training itself is often heavily funded and, for many businesses, the full training cost may be covered. Where a contribution is required, the amount employers pay can vary depending on eligibility and funding arrangements. When combined with available grants and savings, taking on an apprentice can cost far less than many employers initially expect.

Employers also benefit from National Insurance savings when employing apprentices under the age of 25. Eligible apprentices on approved apprenticeship programmes who make below the relevant earnings threshold are exempt from employer National Insurance contributions, something that can easily be overlooked when calculating recruitment costs.

While funding changes and financial support can make apprenticeships more accessible, there are still a few important things to keep in mind. 

The first is recruitment. An apprenticeship should not be viewed simply as filling a vacancy. 

Taking time to find the right person, using trial days or practical assessments where appropriate, and making sure expectations work both ways can have a significant impact on long-term success.

The second is choosing the right training provider. Delivery models, levels of support and approaches can vary considerably, so it is important to look beyond location alone. Asking questions around achievement rates, communication, industry experience and the level of support available can make a real difference.

These rules will continue to evolve, but successful apprenticeships still come down to careful planning, choosing the right people and getting the right support in place from the start.