What employers need to know about the changes to Apprenticeships in 2026

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Apprenticeships are training, but for employers, this isn’t about doing more.

It’s about using funding more effectively, developing skills that your business genuinely needs, and supporting apprentices to stay, complete, and become productive members of your workforce sooner.

From 2026, reforms to apprenticeships and the introduction of the Growth and Skills Levy place a much stronger emphasis on value, outcomes, and accountability. These changes are designed to benefit employers and apprentices alike, provided the right systems and support are in place.

At Everything Apprenticeships, this is how we have always worked.

A stronger focus on quality and apprentice support

Recent updates to the Apprenticeship Accountability Framework (AAF) reinforce a clear expectation: apprentices must receive the right support at the time time.

This includes:

• Regular progress monitoring

• Early identification of risks or barriers

• Strong pastoral and learning support

• Clear evidence of skills and competence developing over time

  
  

For employers, the benefit is simple: apprentices who feel supported and are more likely to stay, progress, and succeed.

Everything Apprenticeships supports this by:

• Proactively tracking apprentice progress

• Addressing concerns early, before they affect performance or retention

• Providing structured reviews that involve the employer

• Acting as the central point of coordination between apprentice, tutor, and workplace

Your role as an employer doesn’t become heavier; your apprentice becomes more confident, capable, and productive.

Clear accountability reduces risk for employers

Inspection, funding, and quality expectations are now far more closely aligned. This brings greater consistency in how apprenticeship quality is measured - and greater reassurance for employers.

We support this by:

• Ensuring training reflects real workspace skills

• Managing evidence, reporting, and audit requirements

• Making expectations clear and realistic for all parties

• Handling compliance, so you don't have to

  
  

Crucially, our learning management platform, powered by Rubitek gives employers full visibility of apprentice progress.

This means:

• You can see where your apprentice is at any point in their journey

• Conversations with us areinformed and meaningful

• You are never reliant on guesswork

The result is reduced risk, less uncertainty, and a stronger partnership between employer, apprentice, and provider - without increasing your workload.

The Growth and Skills Levy: what's changing in 2026

From April 2026, the Apprenticeship Levy will evolve into the Growth and Skills Levy. This introduces important changes that employers need to plan for.

Key changes include:

• Levy funds will expire after 12 months, not 24 - increasing the importance of forward planning

• The 10% government top‑up will be removed, meaning employers can only draw down what they have paid in

• Once levy funds are used, employer co‑investment will increase to 25% of training costs

Together, these changes mean apprenticeships can no longer be something to “get around to”. Employers who plan late risk losing funding or paying more towards training.

We support employers by:

• Modelling levy spend and expiry timelines

• Managing funding rules and processes

• Explaining options clearly and simply

• Supporting levy transfers where appropriate

• Making onboarding and setup smooth and efficient

This ensures funding is used correctly and delivers real return through skilled, retained staff.

Greater flexibility in how levy funding can be used

One of the most positive changes under the Growth and Skills levy is greater flexibility.

Alongside full apprenticeships, levy funds will increasingly be available for shorter, modular units of training designed to address specific skills gaps - particularly in high-growth and priority areas.

For employers, this means:

• Faster upskilling where business needs change

• More targeted use of levy funds

• The ability to invest in skills without always committing to a full program

Used strategically, this flexibility allows employers to build capability across their workforce while still supporting long-term talent development through apprenticeships.

Retention and progression: the outcomes employers care about

Another major shift is how success is measured.

Apprenticeships are no longer judged by starts alone. The focus is firmly on:

• Apprentices staying on program and completing

• Growing confidence and competence

• Progression into stronger roles within the business

  
  

This has always been our focus at Everything Apprenticeships.

We:

• Provide ongoing pastoral support

• Maintain regular contact with apprentices and employers

• Monitor progress and wellbeing

• Step in early when additional support is needed

For employers, this means fewer disruptions, lower dropout rates, and more consistent workforce development.

What these changes mean for employers

The changes to apprenticeships in 2026 are not about increasing employer responsibility.

They are about:

• Using funding more effectively

• Improving apprentice outcomes

• Reducing risk

• Strengthening workforce capability

With the right training provider partner:

• Apprentices are better supported

• Progress is monitored and managed

• Funding and compliance are handled

Employers gain skilled, engaged staff, and confidence that their investment is delivering value.

At Everything Apprenticeships, we’ve always worked this way: an apprenticeship training provider that does the heavy lifting, so you, the employer, sees the benefit.

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Talk to our experts

To find out about our apprenticeship programs, or how we help employers navigate the changes ahead, get in touch.

Call us on: 0330 133 0540

Email us: hello@everythingapprenticeships.com