Frequently asked questions

Apprenticeships in England are open to individuals aged 16 and over, not in full-time education, who wish to begin a career, advance in their current role, or pursue a new career path.

The financial aspects of apprenticeships vary based on the employer’s levy status. Employers paying into the apprenticeship levy fund training costs from their levy balance, which expires after 24 months. Those not contributing to the levy receive 95% funding support from the government, with the employer covering the remaining 5%.

The 5% charge can be avoided if:

For new starts from 1 April 2024, for employers who do not pay the levy, the government will fully fund apprenticeship training costs, up to the funding band maximum for apprentices who at the start of their apprenticeship training are aged between:

• 16 and 21 years old (or 15 years of age if the apprentice’s 16th birthday is between the last Friday of June and 31 August)

• 22 and 24 years old and: – has either an education, health, and care (EHC) plan provided by their local authority and / or has been in the care of their local authority; and – their employer has fewer than 50 employees

For starts before 31 March 2024, for employers who do not pay the levy and have fewer than 50 employees, the government will fully fund apprenticeship training costs, up to the funding band maximum, for apprentices who at the start of their apprenticeship training are aged between:

• 16 and 18 years old (or 15 years of age if the apprentice’s 16th birthday is between the last Friday of June and 31 August); or

• 19 and 24 years old and has either an education, health, and care (EHC) plan provided by their local authority and / or has been in the care

While employers are responsible for apprentice wages and employee welfare, our team provides guidance on navigating these financial aspects in areas such as funding and employer incentives, to name a few.

Off-the-job training is an essential component of apprenticeships, contributing to the development of occupational competency. While it requires a commitment of at least 20% (around six hours per week), many employers and apprentices praise its positive impact on productivity and skill acquisition. Off-the-job training can be delivered flexibly, allowing for various delivery styles to suit employer and apprentice needs. The off-the-job training can be covered via the apprentice shadowing a workplace mentor or colleague, working in different areas, or being shown new skills for the first time. Additional examples are attendance at information sessions, research processes related to their employer and industry, and engagement with relevant reading materials.

Contrary to popular belief, training delivered by the apprenticeship provider can be conducted at the apprentice’s usual place of work and Skills4 deliver our apprenticeships via live online tutor-led sessions or on-site as agreed at the beginning of an apprenticeship. Our flexible delivery allows the employer to select the best day and times for apprentices to be available for their apprenticeship training. It encompasses theory, practical training, and assignments. Employers collaborate with training providers to determine the timing, location, and delivery mode of off-the-job training. Apprentices are responsible for documenting their training hours, supported by an end-to-end learner platform. At Skills4 we have a robust and swift enrolment and delivery mechanism that reduces waiting times and employer documentation requirements.

Employers may be eligible for National Insurance contribution exemptions for apprentices if:

• The apprentice is under 25 years old

• On an approved UK government apprenticeship standard or framework (these can differ depending on the country)

• Earns less than £967 a week (£50,270 a year)

The apprentice, as an employee, will continue to pay Class 1 insurance contributions through their salary, this will only benefit the employer.

Additionally, incentives are available for hiring apprentices, providing financial support to both employers and training providers no matter the size of the business. There is financial support for taking on apprentices £1000 if:

• Aged 16 to 18 years old, or

• Aged 19 to 25 years old and has an education, health, and care (EHC) plan or has been in the care of their local authority

• The payments are broken down into two parts and paid to the provider at day 90 and then 365. The provider then provides the employer with the payment and the employer keeps each payment no matter the outcome of the apprenticeship. The provider will pay the employer their incentive once received.