Apprenticeship FAQs for employers
Find answers to common questions about TRS apprenticeships if you are an employer. If you are interested in doing an apprenticeship yourself, please view our apprenticeship FAQs for individuals
The basics
An apprenticeship is a job with structured training that develops an employee’s skills while they work alongside doing training with a provider. The apprentice gains practical experience and completes training towards nationally recognised industry standards of skills, knowledge & behaviours.
The apprentice is employed in a real job and completes structured training, learning whilst carrying out their role. Training is delivered by an approved training provider and includes off-the-job training during paid working hours.
An apprenticeship standard sets out the skills, knowledge and behaviours an apprentice must achieve to be competent in a specific job role.
No. Apprenticeships can be used for both new recruits and existing employees.
Uses of apprenticeships
Yes. Apprenticeships are commonly used to upskill existing employees and develop new skills aligned to business needs.
Yes. Apprenticeships can help build internal talent, develop future supervisors or managers, and support long-term workforce planning.
Yes. Apprenticeships focus on job competence rather than age or length of service, so experienced employees can still benefit.
Yes. There are apprenticeships available at higher levels, including supervisory, operational and management roles. View our apprenticeships page and search by level to see our higher level programmes.
Yes, provided the role allows the apprentice to meet the minimum duration and training requirements.
Eligibility and rules
Most apprenticeships are open to anyone aged 16 or older with the right to work in the country. Requirements vary by level and employer, some may need specific qualifications or experience, while others are open to beginners. The candidate cannot be undertaking any other government funded education or training whilst on the programme.
Yes, there are stricter regulations for apprentices under 18. To know more about the government rules around under 18 apprentices click the link here Employing an apprentice: Overview – GOV.UK.
Anyone aged 16 or over who has the right to work in the UK and is employed in a suitable job role.
There is no upper age limit for apprenticeships.
This depends on the apprenticeship. Some have entry requirements, while others are open to those with no prior qualifications. It also depends on what you as the employer want your apprentice to already have.
Yes. The job role must allow the apprentice to develop the full range of skills, knowledge and behaviours required by the apprenticeship standard.
Yes. Apprentices must be employed under a contract of employment.
Costs & funding
The apprenticeship levy is a government-mandated tax on larger employers (with a pay bill over a certain threshold) to fund apprenticeship training. Levy funds can only be used to pay for apprenticeship courses for your staff.
Yes. non-levy paying employers can access training through government co-investment, meaning you only pay a very small contribution ( 5% or less) while the government covers the rest.
Costs vary depending on the level of apprenticeship and your levy status. We provide clear guidance on employer contributions and government funding.
Incentives may be available at certain times, particularly for employing younger apprentices. Availability can change, and advice should be sought at the time of recruitment.
Apprenticeship funding does not cover wages, travel, uniforms, or general business costs.
Recruiting and enrolling
We can assist with creating an apprenticeship vacancy advert and uploading it to the government website to generate enquiries. You may choose to also share the vacancy through your own platforms. Once we receive applications through the government website advert we will send these over to you to conduct interviews before enrolling them on to the course. This is a free service.
If you decide you want to proceed, you as the employer will be sent a contract and a Request For Service form which you need to complete and send back.
Your candidates will be invited to do an online initial assessment (to assess their existing skills and knowledge) and an application form to complete
Then a call will be booked for them with our TRS onboarding officer. During this call the learner will agree on the induction date with their TRS skills coach to start on programme.
Once eligibility is confirmed and the forms are completed and returned, apprenticeships can usually start within two to four weeks.
Delivery of training
Off-the-job training is paid learning time that supports the apprenticeship, such as training sessions, coaching, study time, or work-based projects.
Apprentices must spend a minimum number of paid working hours on off-the-job training. These vary from apprenticeship to apprenticeship. Employers must allow apprentices paid time to complete their training.
Training may include workshops, online learning, coaching, workplace projects and regular progress reviews.
Employer responsibilities
Employers must provide a safe working environment, a mentor or line manager, time for study/training, and support for assessment requirements. All of which is done along side their regular day to day jobs.
As well as delivering training sessions and support directly to the apprentice, TRS also offers support to employers to help their apprentice succeed. We work together with the employer to identify ways to help the apprentice overcome any barriers to learning. We can also help the employer draw up long term development plans for their apprentices, using progression routes through apprenticeships. We report back to the employer regularly on the progress of their apprentices.
Support may include reasonable adjustments to training, assessment or workplace arrangements, agreed on an individual basis.
The employer and training provider work together to identify issues early and put appropriate support in place.
Assessment
Once completed, the apprentice is fully competent in their role and may continue in employment or progress further. Many apprentices move on to higher-level apprenticeships or further professional development.
Apprenticeships are assessed at the end through an apprenticeship assessment. The content of the assessment varies by programme and may include any of the following portfolio, test, professional discussion, presentation, project and observation.