I went to the seminar so you didn't have to. Let's break it all down together. Apprentice doing hands-on training So, I recently attended a briefing on the upcoming changes to apprenticeship funding, and honestly? A lot is happening. Some of it is genuinely brilliant news for employers. Some of it requires action. All of it affects how you hire, train, and develop your people from August 2026 onwards. Whether you're a business owner, an HR manager, or someone who's just heard the words "apprenticeship levy" and quietly panicked, this one's for you. Here's everything that's changing, explained in plain English. First Things First: It's Not Called the Apprenticeship Levy Anymore The Apprenticeship Levy has been rebranded as the Growth & Skills Levy. It's not just a new name; it comes with a new superpower. For the first time, levy funds can be used for shorter, bite-sized training, not just full apprenticeships. More on that shortly. The Big Changes to Your Levy Your funds now expire faster. New funds entering your account will expire after 12 months, down from 24. This applies to new contributions only; your existing pot isn't affected. The message here is clear: use it or lose it. If you've been sitting on your levy without a clear plan, now is the time to get one. The 10% government top-up is ending. Currently, every pound you put into your levy account gets a 10% government boost on top. That ends on 1st August 2026. Your existing balance keeps its top-up, but new contributions won't be boosted going forward. It's not catastrophic, but it does mean your levy goes slightly less far, so spending it strategically matters more than ever. If your levy runs out, co-investment (the amount you pay on top of government funding) rises from 5% to 25%. In practice, very few employers hit this point, but it's worth being aware of. Great News for Smaller Employers If your annual wage bill is under £3 million, there's some genuinely exciting news heading your way. From 1st August 2026, apprentices aged under 25 will be 100% funded by the government. No employer contribution needed at all. If you've held back from taking on apprentices because of cost concerns, this removes one of the biggest barriers. New Employer Incentives (and They Stack!) This is where it gets really interesting. There are now several financial incentives available to employers, and in some cases, you can claim more than one at the same time. Incentive Who it's for How much Apprentice Payment Hiring apprentices aged 16–18 (or 19–24 with EHCP/care leaver) £1,000 SME Incentive (from Oct 2026) SMEs hiring apprentices aged 16–24 (new employees within 3 months) £2,000 Foundation Apprenticeship Incentive Hiring foundation apprentices aged 16–21 £2,000 Universal Credit Incentive (Autumn) Hiring 18–24 year olds who've been on UC for 6+ months £3,000 Here's an example of how these stack: Say you're a small business and you hire an 18-year-old who's been on Universal Credit for over six months. You could be eligible for all three, that's £6,000 in incentive payments to your business, which you can spend however you like. Some Apprenticeship Standards Are Being Withdrawn Sixteen apprenticeship standards are being withdrawn, mostly from August 2026 (a handful by exception until December). The list includes some well-known ones: Team Leader / Supervisor Operations / Departmental Manager Coaching Professional Learning and Skills Assessor Lead Practitioner in Adult Care ...and more If you have learners already on these programs, don't panic, they remain fully funded through to completion. But if you were planning to start anyone on one of these, you'll want to act before the deadline. Also worth knowing: the new Level 7 starts for learners aged 22+ stopped being publicly funded from January 2026. Existing learners are fine, but new enrolments are restricted. Don't Forget: Minimum wage has gone up, too From April 2025, the headline apprentice rate rose to £8.00/hour (up from £7.55). That rate applies to apprentices under 19, or those aged 19+ in their first year. After that, they move onto the standard age-related rate, so an apprentice aged 21+ would be on the National Living Wage of £12.71/hour. Budget accordingly if you're planning new starts! So What Does All This Actually Mean for Your Business? To put it simply: the opportunities have never been better, but you need a plan. If you pay the levy, your funds expire faster, so use them strategically If you're a smaller employer, under-25s could cost you nothing to train from August Financial incentives are generous and stackable; it's worth calculating what you could claim New shorter programmes mean you can respond to skills gaps quickly without committing to a full apprenticeship Some popular standards are ending. If you want to start learners, don't leave it too late learning Want to Know More? This is exactly what we're here for at Everything Apprenticeships. Whether you want to know which programs are right for your business, how to maximise your levy before it expires, or how to access the new incentives, we've got the answers. Drop us a message and let's have a chat. No jargon, no pressure, just straightforward advice to help you make the most of what's available. Talk to our experts If you're curious about how apprenticeships could work for your business, our team is always happy to talk. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

Manufacturing businesses can’t afford weak management What we hear most from our partners in the manufacturing industry is how performance comes down to consistency. This means the processes, output and the people. And yet, one of the biggest gaps we see isn’t on the shop floor; it’s at the management level. Team leaders and supervisors are often promoted because they’re good at the job… not because they’ve been trained to lead. When we ask leaders if they've ever had any official training, the answer is usually no. That’s where things start to slip: Inconsistent output across teams Bottlenecks in operations Pressure is building on senior leadership Reactive decision-making instead of structured planning This isn’t a people issue. It’s a development issue. Why are more manufacturers using apprenticeships for leadership development? Forward-thinking manufacturing businesses aren’t relying on one-off training days anymore. They’re building capability into their teams. The Level 5 Operations Manager and Level 5 Coaching Professional apprenticeships have been a practical way to do exactly that, developing managers while they’re in role, applying everything directly to the business. This means: Stronger leadership on the ground Better communication across teams More accountability and structure Measurable improvements in performance With Everything Apprenticeships, it’s not theory. It’s built around your real operational challenges. The funding is being discontinued, and timing now matters Here’s the reality of the situation. The funding for these Level 5 apprenticeships is being discontinued. Not immediately gone, yet, but the window is closing. For manufacturing employers, that creates a clear decision point: Act now and secure funded leadership development, or revisit it later when it becomes a direct cost to the business And for most organisations, that shift changes whether it happens at all. What this looks like in practice This isn’t about sending managers away on courses. It’s about developing them while they: Lead teams Manage production targets Handle operational challenges With structured support, they build skills in: Managing people and performance Improving processes Planning and delivering operational outcomes Coaching team members effectively The result is a more capable, self-sufficient management layer, which reduces pressure at the top and improves consistency across the business. Why employers are moving on this now The businesses taking action aren’t doing it because of the funding alone. They’re doing it because: They already know leadership is a gap They’ve delayed development before They want to avoid higher training costs later They need stronger performance now, not next year The funding simply removes the barrier to getting started. Still Unsure? If leadership development is something you’ve been considering, this is the point where it’s worth a conversation. Not because it’s the last chance, but because you don’t have long to take advantage of it in this way. Book a call here: https://www.everythingapprenticeships.co.uk/widget/booking/G1FFHVDLNNApxLmsqttB Talk to our experts If you're curious about how apprenticeships could work for your business, our team is always happy to talk. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

Campbell McLean As part of our spotlight on the people shaping the next generation of talent, we sat down with our Level 4 Sales Executive tutor, Campbell McLean, to talk about what it really takes to build high-performing salespeople, and why apprenticeships are changing the game. Here’s what Campbell had to say. What attracted you to working with apprentices rather than traditional learners? "Sales apprenticeships reflect how real sales capability is built. You don’t develop strong salespeople by putting them in a room for a day and hoping it sticks. It comes from structured development, applied learning, coaching and culture over time. Apprenticeships create that environment. They give people the space to learn, apply, get feedback and improve in real business situations, where it actually matters.” How did you get into sales training and apprenticeship delivery? “It felt like a natural responsibility. Over the last two decades in sales, I benefited from businesses that invested in my development. That shapes how you think. You realise quickly that if you want people to succeed, product knowledge alone isn’t enough; they need to understand how to sell. Now , my focus is on passing that on. Coaching, mentoring and working alongside people in the field to help them build confidence and perform commercially. Apprenticeships are the best way to do that properly, in the flow of real work, with structure and accountability.” What’s one thing people misunderstand about developing salespeople? “They think it’s a one-off event. It isn’t. Sales capability is built over time. It requires consistent development, reinforcement and coaching alongside the day job. The biggest shift happens when development becomes continuous, not something separate from the role, but something embedded within it.” What’s a small change that makes a big difference to performance? “Shifting the focus from products to people. When salespeople move away from features and start truly understanding customer needs and behaviour, everything improves: conversations, relationships and results. The real change comes when they adapt how they sell to how the customer buys.” What do employers thank you for that they weren’t expecting? “Alignment. Employers often come in expecting better sales numbers. What they don’t expect is the impact across the wider business. Sales, marketing, customer service and leadership start to align around the customer. Messaging improves. Value becomes clearer. Teams work towards shared outcomes rather than isolated targets. That’s when performance really accelerates.” What separates an average salesperson from a high performer? “Self-awareness and coachability. The best salespeople understand their strengths, recognise their gaps and actively work on them. They seek feedback, they keep learning, and they understand the bigger commercial picture. They don’t just sell a product, they understand the outcome and why it matters to the customer.” Why is investing in sales skills so important right now? “Because it gives businesses momentum. Strong sales capability drives revenue, builds resilience and creates options, especially in uncertain markets. But it’s not just about winning work. It improves the quality of conversations, strengthens relationships and builds confidence across the business. If you improve how a business sells, you improve how it performs, full stop.” If you’d like to explore how the Level 4 Sales Executive apprenticeship could support your team, or your own career, our team would love to talk. Talk to our experts If you're curious about how apprenticeships could work for your business, our team is always happy to talk. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

There’s been a lot of conversation recently around changes to apprenticeship funding, particularly the government’s decision to restrict funding for higher-level apprenticeships to learners aged 16–21 (or under 25 with an Education, Health and Care Plan or care leaver status). For many employers, this raises an important question: what does this actually mean for workforce development? Let’s be clear, apprenticeships remain one of the most powerful tools available to build capability, develop leaders, and futureproof your organisation. But these changes do mean one thing: You need to think more strategically, sooner. Team Development What’s Changing, and What Isn’t (Yet) Although the policy shift has been announced, funding is not expected to be withdrawn until September 2026 at the earliest . That means: You still have time to enrol existing staff You can still access funded leadership and management development Levy funding and transfers are still available right now In short: the opportunity hasn’t gone, but the window is closing. What This Means for Employers These changes are already prompting organisations to review their workforce development plans, particularly when it comes to supervisors, middle managers, and future leaders. If anything, this shift reinforces the importance of: Building a strong leadership pipeline early Identifying high-potential employees sooner Creating a clear progression pathway across your business Developing leadership skills earlier in someone’s career doesn’t just benefit the individual, it has a direct impact on your organisation: Improved decision-making at all levels Stronger team performance and accountability Increased retention of ambitious, high-performing staff A culture of growth, ownership, and innovation When people learn these skills earlier, they apply them earlier, and your business feels the benefit sooner. Why Acting Now Makes Commercial Sense For employers currently considering leadership development, timing is critical. Take the Level 5 Operations Manager Apprenticeship  as an example: Currently: fully funded through levy or levy transfer Post-September 2026: estimated cost of £9,000 per learner That’s a significant shift, especially for organisations looking to develop multiple managers. The question becomes: Do you invest now using available funding, or absorb the full cost later? Addressing the Time Concern One of the most common concerns we hear is: "We just don’t have time to take people away from the business." That’s exactly why we do things differently. At Everything Apprenticeships: There’s no off-the-shelf delivery No unnecessary time away from the workplace No generic classroom days Instead, we: Integrate learning into your team’s day-to-day responsibilities Use real business challenges and projects  as the foundation for development Work alongside your managers to build practical, immediately applicable skills The result? Measurable impact within 90 days. Building a Pipeline, Not Just Filling Roles Through levy transfer opportunities, many of our employer partners are able to access 100% funded development , making this one of the most cost-effective ways to: Develop future leaders Strengthen internal succession planning Build a pipeline of employees ready to step up This isn’t just training, it’s long-term workforce strategy. A Strategic Opportunity (Not Just a Funding Deadline) Yes, it’s controversial that management apprenticeships may no longer be funded in the same way. But it also creates an opportunity for forward-thinking employers to step up and take action now. To support this, we’re offering partner organisations a free Strategic People Planning Course (worth £500) , delivered by our CEO and experienced workforce planning professionals. This session will help you answer critical questions like: Where will your business be in 5 years? Who are your future leaders? Have you asked your team where they want to go, and how to get them there? How do you fill the gap when your top talent progresses? Together, we’ll build a practical, actionable plan for your organisation. Because when employees feel invested in: They’re more confident More motivated More likely to bring new ideas and take ownership And ultimately, more likely to stay and grow with your business. Why Employers Choose Everything Apprenticeships We don’t just deliver programs, we partner with you. Every session is: Tailored to your organisation Built around your goals and challenges Designed to add value from day one Still Unsure? If you have questions or want to better understand how apprenticeships work today (and how much they’ve evolved), we’ve created a helpful guide covering common myths and FAQs. Talk to our experts If you're curious about how apprenticeships could work for your business, our team is always happy to talk. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

For many employers, one of the first questions about apprenticeships is simple: “How much does it actually cost?” The good news is that apprenticeships in England are heavily supported by the government. In many cases, the training costs are mostly – or even fully – funded , making apprenticeships one of the most cost-effective ways to recruit and develop talent. In this guide, we’ll break down the real costs of hiring an apprentice in 2026 , including training costs, wages, and the financial support available to employers. Apprenticeship Training Costs The highest cost most employers think about is training and assessment . However, government funding covers most of this. How much you pay depends on whether your business pays the Apprenticeship Levy . If your business does NOT pay the levy (most SMEs) If your organisation has an annual payroll below £3 million , you usually only pay 5% of the training cost . The government covers the remaining 95% , up to the maximum funding band for the apprenticeship. Example: Apprenticeship training cost Employer pays Government pays £10,000 £500 £9,500 In some cases, training can be completely free . For example, the government currently funds 100% of training costs for apprentices aged 16–21 , and for some 19–24 year olds with additional support needs. Read more: https://www.gov.uk/employing-an-apprentice/get-funding If your business DOES pay the levy Employers with a payroll over £3 million per year  must pay the apprenticeship levy. The levy is a 0.5% tax on the employer’s pay bill , which goes into a digital account that can be used to pay for apprenticeship training. The government also adds a 10% top-up  to the funds in that account. This means: Training is usually 100% covered by your levy funds If your levy funds run out, you typically pay 5% of the remaining training cost Levy Transfers (Another Way to Reduce Costs) Large employers that do not use all their levy funds can transfer their unused funds  to support other businesses. This means smaller companies can access 100% funded apprenticeship training , even when they would normally pay the 5% contribution. Apprentice Wages Employers must pay apprentices for their working hours. The minimum wage for apprentices  depends on their age and year of apprenticeship. However, many employers choose to pay more to attract talent. Your total wage cost will depend on: apprentice age working hours your company’s pay structure the industry Although wages are a real cost, apprentices often deliver value quickly as they gain skills while working in your business. National Insurance Savings There is another financial advantage many employers don’t realise. You do not have to pay employer National Insurance contributions  for apprentices who: are under 25 earn less than £50,270 per year This exemption can save employers thousands of pounds each year  in payroll costs. Extra Government Incentives In some situations, employers receive additional financial support . For example, employers receive £1,000 in additional funding  if they hire an apprentice who is: aged 16–18 aged 19–24  with an Education, Health and Care plan aged 19–24  who has been in local authority care. This payment is typically made in two instalments during the first year of the apprenticeship. Read more: https://www.gov.uk/employing-an-apprentice/get-funding What Are the Real Costs for Employers? For most employers, the true cost of hiring an apprentice comes down to two things: 1. Salary: You must pay the apprentice’s wage. 2. A small training contribution (sometimes £0) : Many SMEs pay just 5% of the training cost, and sometimes nothing at all, depending on the apprentice’s age and funding options. Because the government covers most training costs, apprenticeships are often one of the most affordable ways to recruit and develop new talent . Talk to our experts If you're curious about how apprenticeships could work for your business, our team is always happy to talk. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

Investing in apprenticeships is one of the most effective ways for businesses to grow, develop talent, and future-proof their workforce. At Everything Apprenticeships , we believe that apprenticeships should deliver real value for employers from day one, which is why our programs and support systems are designed with business success in mind. Apprenticeship review meeting Dedicated support throughout the apprenticeship journey When you work with Everything Apprenticeships, you and your apprentice are supported by a dedicated success coach for the entire duration of the apprenticeship . This provides learners with a consistent point of contact who understands their development needs. Having a success coach reduces the administrative burden on employers, ensures any challenges are quickly resolved, and helps keep the apprentice on track to complete their program successfully. Higher completion rates mean a better return on investment and a more skilled, confident employee who is ready to contribute to your business long term. Technology designed around completion and success Our Rubitek platform  has been designed specifically for apprenticeship completion. Rather than being just another learning system, Rubitek supports apprentices through structured learning pathways and progress tracking that helps learners stay motivated and engaged. For employers, this means improved apprenticeship success rates, reduced dropout risk, and clearer visibility of how training is translating into workplace performance. The platform provides live data and three-way communication  between the learner, employer, and tutor. Employers can see real-time updates on apprentice activities and progression, helping you stay informed without needing to chase progress reports. This transparency allows businesses to make informed workforce planning decisions and ensures apprentices are developing the exact skills your business needs. Apprenticeships tailored to your business needs Every apprenticeship with Everything Apprenticeships is tailored around your business’s current day-to-day operations and your long-term team goals . This ensures that training is practical, relevant, and immediately useful in the workplace. Rather than learning in isolation, apprentices apply new knowledge directly to their role, helping businesses build capability within existing teams while reducing the need for external recruitment. Real business value from day one From the beginning of the program, apprentices work on a work-based project that delivers value to your organisation . For example: A marketing apprentice may work on developing social media campaigns, content planning, or customer engagement strategies. An operations apprentice may focus on process improvements, workflow optimisation, or data reporting. These projects help employers see tangible results early in the apprenticeship journey while allowing apprentices to develop practical skills in a real business environment. Regular progress reviews to track improvement We also carry out tripartite progress reviews  to monitor the apprentice’s development in knowledge, skills, and behaviours throughout the apprenticeship. These reviews help employers stay confident that training is making a real impact on workplace performance. They also allow us to adapt training if needed, ensuring the apprentice continues developing in areas that will benefit both their career progression and your business objectives. Why choose apprenticeships with Everything Apprenticeships? Apprenticeships are so much more than just training; they are a strategic way to build stronger teams, improve productivity, and develop loyal, skilled employees who grow with your business. Everything Apprenticeships provides structured support, smart technology, and employer-focused training design to help businesses get the most out of their apprenticeship investment. If you want to develop talent while seeing measurable business impact, our team is here to support you every step of the way. Talk to our experts If you're curious about how apprenticeships could work for your business, our team is always happy to talk. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

Hiring decisions shape not only the future of a company but also the career paths of employees. Choosing between internal and external hiring influences employee motivation, skill development, and long-term success. In this post, we explore how internal hiring supports career growth, the role apprenticeships play in this process, and how employers can be supported when developing existing staff or externally hiring new apprentice talent. How Internal Hiring Supports Career Growth Internal hiring means filling job openings with current employees rather than seeking candidates from outside the company. This approach offers several advantages for career development: Clear career pathways:  Employees see opportunities to advance within the company, which encourages them to develop skills and stay motivated. Faster onboarding:  Internal candidates already understand company culture and processes, allowing them to contribute quickly in new roles. Recognition of potential:  Promoting from within rewards performance and loyalty, reinforcing a culture of growth. For example, a Business Development Representative progressing onto a Sales Executive apprenticeship  can build on their existing client relationships while developing advanced skills in negotiation, forecasting, and strategic account growth. Identifying who is ready for progression and what development they truly need can be challenging. This is where Everything Apprenticeships’ free skills audit  supports employers. The audit assesses employee strengths, identifies skill gaps, and highlights which team members would benefit most from an apprenticeship. It also allows the program to be tailored, ensuring learning focuses on genuine development areas that support the business AND the individual, rather than repeating existing knowledge. Why Apprenticeships Are Key to Internal Hiring Apprenticeships combine on-the-job training with structured learning, making them an effective tool for internal progression. They allow employees to gain new skills while continuing to contribute to the company. Here’s why apprenticeships matter: Targeted skill development:  Apprenticeships bridge practical experience with structured learning. Improved retention:  Employees who are invested in feel valued and are more likely to stay. Structured progression:  Apprenticeships create a clear route into higher-level roles. For example: A Marketing Assistant completing a Multi-Channel Marketer apprenticeship  can expand their skills in campaign planning, content strategy, analytics, and digital platforms. A Team Leader progressing onto an Operations Manager apprenticeship  can develop strategic planning, financial oversight, and performance management skills. Using a structured skills audit before enrolment ensures the apprenticeship aligns with both business objectives and the employee’s development needs, maximising return on investment. Benefits of Internal Hiring for Employers Employers gain multiple advantages by prioritising internal development: Cost savings:  Reduced recruitment expenses and shorter vacancy gaps. Stronger engagement:  Demonstrating commitment to employee growth increases loyalty. Better cultural alignment:  Internal candidates already understand company values and operations. Consider a Digital Coordinator progressing onto a Digital Project Manager apprenticeship . They already understand the company’s systems and stakeholders, making the transition into managing timelines, budgets, and cross-functional projects smoother and more effective than recruiting externally. With the right apprenticeship strategy in place, internal hiring becomes part of a structured workforce development plan rather than a reactive promotion. How Apprenticeships Benefit Career Growth Apprenticeships offer a structured way for employees to build skills and advance their careers. They provide: Hands-on experience: Learning by doing helps employees master tasks faster than classroom-only training. Mentorship: Apprentices receive guidance from experienced professionals, accelerating their development. Recognition: Completing an apprenticeship often leads to certifications or qualifications that enhance career prospects. Balancing Internal and External Hiring While internal hiring offers significant benefits, external recruitment also plays an important role, particularly when businesses need fresh thinking or specialist skills that do not yet exist internally. Externally hiring apprentices allows organisations to: Fill skill gaps not available within the current workforce Introduce diverse perspectives and innovative ideas Develop new talent aligned to the company culture from day one Strengthen long-term succession planning For example: Hiring an external Sales Executive apprentice  can bring new energy into a growing sales team. Recruiting a Multi-Channel Marketer apprentice  externally can introduce fresh digital insights and creative approaches. Bringing in an external Operations Manager apprentice  can support expansion into new markets or processes. For employers looking to recruit new apprentice talent, Everything Apprenticeships offers a free recruitment service . This includes advertising vacancies, screening candidates, and matching individuals to both the role and long-term business goals, reducing time, cost, and administrative burden. By combining internal progression supported by a free skills audit with external apprentice recruitment backed by a free recruitment service, employers can build a workforce strategy that is both sustainable and future-focused. The most successful organisations review each vacancy strategically. Sometimes the right solution is developing existing employees through a tailored apprenticeship. In other cases, externally hiring an apprentice will bring the capability and perspective the business needs. With the right support, employers do not have to choose between internal and external hiring, they can confidently do both. Talk to our experts If you're curious about how apprenticeships could work for your business, our team is always happy to talk. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

Asking questions at a networking event We still hear the same questions time and again whenever employers or individuals start exploring apprenticeships. Some of them are understandable, some are based on outdated information, and some are simply myths. So we’ve pulled together some of the most common questions and answered them honestly and clearly. 1. What’s the catch? There isn’t one. Apprenticeships are a nationally recognised, government-backed route to developing skills in the workplace. That means you can access tailored, high-quality training for your team or for yourself , aligned directly to real job roles, without hidden costs or strings attached. The only real requirement is commitment, from the employer, the learner, and the provider, to make the apprenticeship meaningful and valuable. 2. Are apprenticeships funded? Yes. For levy-paying employers, apprenticeship training is funded through the levy you already pay. For non-levy employers, the vast majority of the cost is covered by government funding. If you don’t pay the levy, we can also support you to access a levy transfer  from a larger organisation with surplus funds. This is a simple process and covers 100% of the training and assessment costs . In practical terms, that means the end-to-end apprenticeship training and assessment is free at the point of use  for most employers and learners. Finally, depending on factors such as the apprentice's age or care-leaver status, additional funding may be available. Our experts will guide you every step of the way, so funding is straightforward and stress-free. 3. Is the qualification real? Absolutely. Apprenticeships lead to nationally recognised qualifications that are respected by employers and education providers, and many are recognised internationally. To put the levels into context: Level 3  is equivalent to A-levels Level 4  is equivalent to a Higher National Certificate (HNC) or the first year of a degree Level 5  is equivalent to a Higher National Diploma (HND) or foundation degree Level 6 is equivalent to a bachelor's degree Level 7  is equivalent to a master’s degree These are substantial, credible qualifications that reflect real occupational competence. 4. What’s the time commitment? Apprenticeships are designed around work, not instead of it. Training is tailored to the organisation, meaning much of the learning is based on what the learner is already doing day to day , just with a stronger structure, reflection, and support. Alongside this, the learner completes a work-based project agreed between the employer, the learner, and our expert tutors. The focus is on delivering real value from day one . For example, this might be improving a sales process, leading a digital transformation project, or streamlining an operational workflow, all while building evidence that supports final qualification. 5. Can I do an apprenticeship? If you are employed and have someone in your organisation who can support and supervise your development, then yes, you can do an apprenticeship. Apprenticeships are not just for new starters or young people. They are designed for career changers, upskillers, and experienced professionals  looking to formalise and develop their skills. 6. Can someone with a degree do an apprenticeship? Yes. Having a degree does not exclude you from doing an apprenticeship, as long as the apprenticeship teaches new skills  that are relevant to your role. In fact, many people choose apprenticeships after a degree because they offer: Practical, job-specific learning Additional recognised qualifications Tailored development aligned to real responsibilities And crucially, the training is funded, rather than personally paid for. 7. Do we have to go to college? No. We work with organisations that have complex, fast-paced environments where releasing staff for regular college attendance simply isn’t realistic. That’s why delivery is flexible. We often combine face-to-face delivery in the workplace with online and even some self-serve learning. The model is built around what works best for your organisation and your people . 8. How do I start? The first step is simple. Share a few details using our enquiry form linked below, and a member of our dedicated team will be in touch to understand your goals, your team, and whether an apprenticeship is the right fit. Enquire Now From there, we guide you through the process, clearly, transparently, and without obligation. Talk to our experts To find out about our apprenticeships or how we work with you to ensure our training meets the needs of your business, give us a call. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

Nicola Knight As part of National Apprenticeship Week, we sat down with Nicola Knight, our incredible Level 3 Multi-Channel Marketing tutor, to talk about what apprenticeships really look like behind the scenes, and why they matter more than ever. Here’s what Nicola had to say. What attracted you to working with apprentices rather than traditional learners? " It’s the stakes. Apprentices aren’t learning “just in case” knowledge. They learn something on Monday and apply it on Tuesday, sometimes brilliantly, sometimes imperfectly, but always visibly. There’s no hiding. It’s real businesses, real pressure, real consequences. That immediacy suits how I think and how I teach. I’m less interested in perfect answers and more interested in judgment, decision-making, and real impact." How did you come into apprenticeship tutoring? " Sideways. I didn’t come through a traditional academic route. I spent years inside businesses watching marketing done badly, and watching capable people get blamed for systems that set them up to fail. When I saw apprenticeships done properly, genuinely integrated with work rather than bolted on, it clicked. This isn’t just “training”. It’s a translation. It ’s taking messy, real-world marketing and giving people the structure, language and confidence to do it properly. I’m not interested in producing marketers. I’m interested in producing thinking marketers. " What’s one thing people misunderstand about Level 3 Marketing apprentices? " People assume it’s basic. It isn’t. It’s foundational. And foundations are harder than advanced tactics because they force you to confront how little you actually understand. Level 3 exposes gaps in positioning, customer understanding, measurement, ethics and judgement. It’s not about Canva templates and posting on social media. It’s about learning how not to waste money, time or trust. " How do you make off-the-job training meaningful rather than a tick-box? " By refusing to let it float above reality. Everything comes back to the apprentice’s actual role, their organisation and their constraints. We don’t ask, “What does the textbook say?” We ask, “What happened when you tried this?” Off-the-job training becomes the thinking space, the pause button, where experience turns into insight instead of habit. When apprentices realise this is protected thinking time they don’t normally get at work, it stops feeling like a requirement and starts feeling valuable. " What’s the smallest intervention that can make the biggest difference? " Helping someone understand that confusion is not incompetence. Most apprentices aren’t incapable; they’re overwhelmed. The moment you reframe “I don’t get this” into “I’m learning to see this properly”, confidence shifts. Questions improve. Decisions become more deliberate. The quality of work sharpens. Sometimes that mindset shift changes everything. " What do employers often thank you for that they weren’t expecting? " Clarity. Clarity about what marketing is actually responsible for, what it isn’t, and where accountability really sits. Often, the apprentice isn’t the issue; the brief, expectations or structure are. That clarity alone can stop someone from being quietly written off and instead reposition them to succeed. " Why do apprenticeships matter, especially right now? "We’re in a moment where businesses demand experience but rarely create the conditions to build it. Senior roles are being cut. Expectations are rising. Teams are stretched. Apprenticeships bridge that gap. They create structured development inside real roles. They turn pressure into progression. And they give businesses a way to build capability deliberately rather than hoping it appears. Right now, that matters." If you’d like to explore how the Level 3 Multi-Channel Marketer apprenticeship could support your team, or your own career, our team would love to talk.

Apprentice smiling at work How Apprenticeships Help Employers Close Skills Gaps and Grow Their Workforce From 9th–15th February, National Apprenticeship Week (NAW) shines a spotlight on how apprenticeships support businesses to grow, adapt, and invest in their people. This year’s focus on The People  feels particularly relevant for employers navigating: Ongoing skills shortages Rising recruitment and retention costs The need to upskill teams without disrupting day-to-day operations Apprenticeships are no longer just an early-careers initiative; for employers, they've become a practical workforce strategy - one that builds capability, strengthens retention, and supports long-term growth. Why More Employers Are Turning to Apprenticeships Across the UK, employers continue to report skills gaps that limit productivity and slow growth. At the same time, recruiting experienced talent has become expensive, more competitive, and less predictable. Apprenticeships offer an alternative. Developing the skills your business actually needs, within your organisation, aligned to your roles, processes, and culture. Research consistently shows that apprenticeships: Improve workforce motivation and engagement Support retention by offering clear development pathways Enable people to contribute meaningfully while they learn In short, apprenticeships give employers greater control over their skills pipeline, reducing reliance on external hiring and supporting more sustainable workforce planning. Building Skills While Driving Real Business Value One of the biggest misconceptions about apprenticeships is that value only comes at the end. In reality, apprentices contribute from day one. At Everything Apprenticeships, we design programs so learning is directly applied to real work. We take the core apprenticeship standard and tailor the structure, modules, and delivery around your business priorities. For example, a Sales Executive apprentice might identify a specific sales activity they want to implement or improve for their employer. Over the course of the apprenticeship, the training is tailored around this, so that the learner can apply learning to a real project that will deliver measurable improvements to their employer from day one. This builds confidence and capability. This approach means apprenticeships don't sit alongside the job - they support it. Employers benefit from fresh thinking, additional capacity, and practical improvements, while apprentices develop skills that genuinely matter in your organisation. What Employers Gain From Well-Designed Apprenticeships When apprenticeships are delivered well, the benefits extend beyond skills development: Reduced recruitment pressure: Developing people internally creates stronger succession pipelines Stronger retention: Meaningful development increases loyalty and engagement Immediate contribution: Learning is applied to real tasks and projects, not theoretical exercises Apprenticeships can also address very specific challenges, whether that’s building leadership capability, strengthening operational effectiveness, or developing sector-specific expertise. Our focus at Everything Apprenticeships is ensuring every programme delivers measurable business impact, not just qualification outcomes. What National Apprenticeship Week Means for Employers National Apprenticeship Week isn’t just a celebration. It’s a chance to step back and look at workforce strategy. For employers, NAW provides an opportunity to: See how apprentices contribute to real business outcomes Explore how apprenticeships can address current skills gaps Consider long-term investment in people and capability It’s also a moment to hear directly from apprentices, tutors, and employers about what works, and why. So when you're reading posts online during National Apprenticeship Week, look for those from training providers that talk about: The importance of tracking apprentice progress week by week Spotting early warning signs of disengagement is vital The significance of tailoring support for individual apprentices How consistency and quality are delivered across teams The link between learner experience and achievement How Everything Apprenticeships Is Supporting Employers During NAW Throughout National Apprenticeship Week, Everything Apprenticeships will be sharing insights to help employers understand how apprenticeships work in practice. We’ll be posting: Answers to common questions employers ask about apprenticeships Insights from our tutors on tailoring programmes to business needs Reflections from apprentices applying their learning in real workplaces Our aim is simple: to help employers see apprenticeships not as a risk or an add-on, but as a practical, people-centred way to grow skills and strengthen teams. A Final Point Worth Knowing: Financial Support for Employers Alongside the skills and workforce benefits, apprenticeships also come with practical financial incentives for employers. These include: No employer National Insurance contributions for apprentices under 25 Additional incentive payments for employers taking on apprentices who meet specific eligibility criteria These incentives are designed to reduce the cost of investing in skills and make apprenticeships an even more attractive option for workforce development. The details can change, and eligibility depends on factors like age, program, and start date, which is why it’s not always obvious what applies to your business. That’s where we can help. At Everything Apprenticeships, we support employers to: Understand what funding and incentives are available Apply them correctly and confidently Design apprenticeship programmes that deliver real business value alongside financial benefit If you’re curious about how apprenticeships could support your workforce, and what financial support may be available, come and speak to us. We’re always happy to talk through the options and help you decide what makes sense for your business. Talk to our experts If you're curious about how apprenticeships could work for your business, our team is always happy to talk. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

Happy coworkers 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. 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

This guide explains how employers who want to receive transferred apprenticeship levy funds  can apply for funding to cover the training and assessment costs  of an apprenticeship. Levy transfers are offered by levy-paying employers with unused funds and are applied for through the Apprenticeship Service . What is a levy transfer? A levy transfer allows one employer to use another employer’s unused apprenticeship levy  to pay for apprenticeship training and assessment costs . If your organisation does not have enough levy funds of its own (or does not pay the levy), a transfer can cover up to 100% of the apprenticeship training cost , within the funding band maximum. Note that (at the time of writing this guide) levy transfers cannot be used to cover wages, salaries, or employment costs - only training and end-point assessment. Who Can Apply for a Levy Transfer? You can apply to receive a levy transfer if: You are employing (or plan to employ) an apprentice You have (or can create) an Apprenticeship Service account The apprenticeship hasn't alread commenced You have selected (or are working with) an approved training provider Both levy-paying and non-levy-paying employers can receive transferred funds. Before You Apply: What You’ll Need Before applying, make sure you have the following ready: The apprenticeship standard and level  (e.g. Sales Executive Level 4) The planned apprenticeship start date The number of apprentices  you want to recruit Step-by-Step: How to Apply for a Levy Transfer Step 1: Find Funding Using the link below: [ Search funding opportunities ] Search for available funding. Note that employers with funds available may specify which locations and sectors they support, so you may wish to apply filters to narrow down your search results. Step 2: Review Available Opportunities Review the list of opportunities carefully, and select (by clicking on the employer name) the one that best matches your requirements.  You can make more than one application. Step 3: View Transfer Fund Details Review the transfer fund details. If you meet the employer’s criteria, and it looks like a good match for your needs, select Yes, apply for transfer funds  and click Continue. Step 4: Sign in Using GOV.UK  One Login You will be prompted to: Sign in using your GOV.UK  One Login , or Create a login if you don't already have one Once signed in, you will be taken to the Create a transfer application . Completing the Transfer Application Complete all sections of the application including: 1. Apprenticeship training Job role How many aprentices do you want to fund? When would you like the apprenticeship training to start by? Have you fund a training provider? 2. Your business details Select one or more sectors to describe your business Enter the location where your apprentices will work 3. About your apprenticeship Provide more detail about your apprenticeship 4. Contact details Add contact details so they can be shared with the employer providing the transfer Submit Your Application Once all sections are complete, review the information and click Submit to proceed. You will receive confirmation of your application via email, and further notification once it has been approved. Talk to our experts To find out about our apprenticeships or how we work with you to ensure our training meets the needs of your business, give us a call. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com